EXTENSIVE TRAINING IS INSUFFICIENT TO PRODUCE THE WORK‐ETHIC EFFECT IN PIGEONS

Zentall and Singer (2007a) hypothesized that our failure to replicate the work‐ethic effect in pigeons (Vasconcelos, Urcuioli, & Lionello‐DeNolf, 2007) was due to insufficient overtraining following acquisition of the high‐ and low‐effort discriminations. We tested this hypothesis using the original work‐ethic procedure (Experiment 1) and one similar to that used with starlings (Experiment 2) by providing at least 60 overtraining sessions. Despite this extensive overtraining, neither experiment revealed a significant preference for stimuli obtained after high effort. Together with other findings, these data support our contention that pigeons do not reliably show a work‐ethic effect.     

Maternal aggression in mice and rats towards male and female conspecifics

Although postpartum aggression is primarily studied in laboratory mice and rats, it is unclear how the two species compare in terms of the factors associated with peak levels of aggressive behavior. Using the same experimental protocol, we assessed the relative effect of intruder sex and time since parturition on the frequency of maternal aggression in Long-Evans rats and CFW mice. Females were studied for 2 consecutive cycles of pregnancy and lactation. During the first lactation, aggression was tested 2 times per week for 3 weeks in order to select animals that attacked at least once. During the second lactation, both pup care and aggressive behavior were assessed in detail. Testing occurred twice in each lactation week, with postpartum days 1–7, 8–14, and 15–21 considered weeks 1, 2, and 3, respectively. Maternal behavior towards 3 pups was observed for 5 minutes, followed by a confrontation with an intruder. Lactating females encountered female intruders once per week, and male intruders in the alternate weekly test. The same behaviors were measured in the 2 species, except for the tail rattle exhibited by mice and the aggressive posture shown by rats. Lactating rats and mice show similar decreases in pup care behavior as lactation progresses in time; yet the factors associated with peak levels of aggression differ between species. In Long-Evans rats, female intruders receive more attacks, threats, and aggressive postures than males. Frequency of attack bite and sideways threat declines in each passing week of lactation. Lactating mice are more aggressive toward male intruders throughout the lactation period. Mice still attack and threaten during the third week of lactation, but less often in comparison to the first week. Therefore, peak levels of aggression vary in mice and rats both as a function of intruder sex and lactation week.     

When ethics create misfit: Combined effects of despotic leadership and Islamic work ethic on job performance,job satisfaction,and psychological well-being

This study applies social exchange and person–environment fit theories to predict that despotic leaders tend to hinder employee job performance, job satisfaction, and psychological well-being, whereas employees' own Islamic work ethic (IWE) enhances these outcomes. Also, IWE moderates the relationship of despotic leadership with the three outcomes, such that it heightens the negative impacts, because employees with a strong IWE find despotic leadership particularly troubling. A multi-source, two-wave, time-lagged study design, with a sample (303 paired responses) of employees working in various organisations, largely supports these predictions. Despotic leadership and IWE relate significantly to job performance, job satisfaction and psychological well-being in the predicted directions, except that there is no significant relationship between IWE and job satisfaction. A test of moderation shows that the negative relationships of despotic leadership with job outcomes are stronger when IWE is high. These findings have pertinent implications for theory, as well as for organisational practice.     

Openness to Experience,Ethical Leadership,and Innovative Work Behavior

Drawing on trait activation theory, we examine ethical leadership as a boundary condition on the relationship between openness to experience and innovative work behavior. We collected data from 291 subordinates and 51 supervisors to test our theoretical model. Our results suggest that openness to experience was positively related to innovative work behavior. Furthermore, this relationship was only significant when ethical leadership was perceived high as compared to low. Our research contributes to the literatures on innovative work behavior and ethical leadership.     

Searching hard versus searching smart: The role of search process quality in an internship context

Based on a self‐regulatory approach, we propose that students searching for an internship following a high‐quality process will show greater search success. In a sample of 191 Belgian final year students looking for an internship, the quality of students’ search process was positively related to both self‐reported and objective search outcomes, beyond the mere intensity of their search. Specifically, reflection related positively to students’ satisfaction and perceived fit with their internship, as well as to organizations’ assessment of students’ internship performance. Planning related positively to the speed of finding an internship. Furthermore, the four search process quality dimensions explained incremental variance in these outcomes beyond a unidimensional measure of metacognitive activities, supporting the added value of our multidimensional approach.     

Understanding how engagement in a self‐managed shelter contributes to empowerment

Participant empowerment is a foundational goal of self‐organised homeless care. We aim to understand how a self‐organised setting contributes to participants' empowerment. The data we analysed (56 interviews, both open and semi‐structured) were generated in a longitudinal participatory case study into Je Eigen Stek (Your own place, JES), a low‐cost shelter for people experiencing homelessness in the Netherlands. JES participants experienced the freedom of choice and influence on their living environment. JES' fluid structure allowed participants to adapt the program to their desires and needs, though participants were sometimes negative about having to live together. Most participants preferred JES over regular shelters. Unlike empowerment literature, participants mostly emphasised freedom of choice over capacity development. JES offered opportunities for social and organisational engagement, through which participants developed roles, skills and self‐image. However, a limited number of participants developed leadership roles through self‐management. Literature suggests setting aspects to be either enabling or entrapping. We found some aspects (e.g., size, freedom of choice) could be entrapping or enabling, depending on personal factors. Our analysis revealed individual freedom of choice, balancing freedom of choice with support, offering opportunities for engagement and maintaining fluidity in program management as core aspects of how JES contributed to participants' empowerment.     

Modeling development of frontal electroencephalogram (EEG) asymmetry: Sex differences and links with temperament

Asymmetric patterns of frontal brain electrical activity reflect approach and avoidance tendencies, with stability of relative right activation associated with withdrawal emotions/motivation and left hemisphere activation linked with approach and positive affect. However, considerable shifts in approach/avoidance‐related lateralization have been reported for children not targeted because of extreme temperament. In this study, dynamic effects of frontal electroencephalogram (EEG) power within and across hemispheres were examined throughout early childhood. Specifically, EEG indicators at 5, 10, 24, 36, 48, and 72 months‐of‐age (n = 410) were analyzed via a hybrid of difference score and panel design models, with baseline measures and subsequent time‐to‐time differences modeled as potentially influencing all subsequent amounts of time‐to‐time change (i.e., predictively saturated). Infant sex was considered as a moderator of dynamic developmental effects, with temperament attributes measured at 5 months examined as predictors of EEG hemisphere development. Overall, change in left and right frontal EEG power predicted declining subsequent change in the same hemisphere, with effects on the opposing neurobehavioral system enhancing later growth. Infant sex moderated the pattern of within and across‐hemisphere effects, wherein for girls more prominent left hemisphere influences on the right hemisphere EEG changes were noted and right hemisphere effects were more salient for boys. Largely similar patterns of temperament prediction were observed for the left and the right EEG power changes, with limited sex differences in links between temperament and growth parameters. Results were interpreted in the context of comparable analyses using parietal power values, which provided evidence for unique frontal effects.     

Une intervention dans un EPHAD. L’animation réciproque de la discussion

This article deals with an intervention system aimed at instituting in the organization of work the dialogical conflict on the quality of work envisaged as a means of specifically developing organizational resources to develop health at work. It shows, through the creation of a new function, the “job referent”, and the institution of an organizational device, the instance of dialogue on the job (IDM), how can the hierarchical division of the work to transform the organization. It also offers a possible way of development in the practice of clinical activity intervention. It is based on an intervention carried out since 2014 in a public medico-social establishment with nursing assistants and medico-psychological aids from the EHPAD and the nursing home for disabled adults in this structure. The article presents how the initial work of co-analysis of the activity of professionals in cross-self-confrontation made it possible to establish on the one hand, the function of the work collective as a means of action in the organization and on the other hand, deliberative and decision-making bodies on the profession. To present the results of this intervention.     

Intervenir en clinique de l’activité sur la qualité du travail dans l’organisation. Le cas du service de propreté d’une grande collectivité

This article aims to inform the intervention process and the institution of conflictuality around the criteria on quality of work in an Activity Clinic perspective. From the example of a recent intervention in sanitary service of a big city, this article instructs this process when the conflictuality around the criteria of quality of work can be instituted in the organization. When field professionals can do more authority on their activity in the organization, we then witness in action a modification of their role in decision process, regarding their own work. The article concludes with the contribution of the results produced to current reflections on the union work actuality.     

Influence du leadership habilitant sur le bien-être au travail et l’engagement organisationnel : étude comparative entre une organisation « habilitante » et une organisation « classique »

This article presents a comparative study between two types of organizations in order to examine the influence of the empowering leadership style on employee's well-being and affective commitment. Based on a questionnaire filled-in by 428 employees, the results highlight the positive effect of empowering leadership on the collaborator's affective commitment, through a partial mediation of the well-being. Contrary to our expectations, this effect is not stronger within the “empowering” organization compared to the “classic” one. The identification of the specific effects of each four dimensions of empowering leadership brings some new theoretical insights and invites organizations to promote managerial practices relying on meaning at work and trust.