The gap between athletes’ and parents’ perceptions of parental practices: The role of gender

ObjectivesThe present study explored the differences between athletes’ and parents’ perceptions of parental practices (i.e., active involvement, directive, pressure, praise, and understanding behaviours implemented by parents in the context of their child’s sport) by considering athletes’ and parents’ gender.Designcross-sectional study.MethodParents (N = 352) and athletes (N = 256, M = 14.72 years) completed a questionnaire to measure their perceptions of parental practices in sport. Zero-order correlations were computed for the entire sample and each sub-group (i.e., father-daughter, father-son, mother-daughter, and mother-son). One-level multilevel model (level 1: respondent) was computed to measure the influence of the respondent on the perceptions of parental practices. Two-level multilevel model (level 1: respondent, level 2: dyad) estimated the impact of the athletes’ gender, parents’ gender, and their interaction on the differences in perceptions.ResultsCorrelations highlighted relatively modest concordance between perceptions of parents and adolescents. Multilevel models showed that compared to athletes, parents reported significantly less frequent use for directive behaviours (β = −0.29) and more frequent use for active involvement (β = −0.18) and praise and understanding (β = 0.27). Correlations and multilevel models showed that the differences between athletes’ and parents’ perceptions of parental practices differed according to gender. The differences in perceptions of the directive behaviours (β = −0.22) and active involvement (β = 0.22) were higher when the father was involved in the dyad compared to the mother.     

Looking back and falling further behind: The moderating role of rumination on the relationship between organizational politics and employee attitudes,well-being,and performance

The current study tested the theoretically relevant, yet previously unexamined, role of rumination on the relationship between politics perceptions and a variety of threat responses. Drawing from Response Styles Theory, it was argued that rumination amplifies the effects of politics by enhancing the influence of negative information on cognition, interfering with problem-solving, and undermining sources of social support. The work stress literature, along with extant politics research, served to identify four variables – job satisfaction, tension, depressed work mood, and employee effort/performance – that served as study outcomes. Across three unique samples, hypothesized relationships were strongly supported, indicating that politics perceptions negatively affected work outcomes of high ruminators, but demonstrate little influence on those who engage in less rumination. Moreover, the nonlinear influences of the focal constructs were considered and the results confirmed atypical relational forms. Contributions, implications for theory and practice, strengths and limitations, and future research directions are described.     

Qualitative job insecurity and in-role performance: a bidirectional longitudinal relationship?

This study adds to the understanding of the relationship between qualitative job insecurity and employee in-role performance, by analysing the association longitudinally. While social exchange theory predicts that the relationship should be negative and bidirectional, the job preservation motivation model indicates a self-correcting mechanism, where job insecurity leads to increased performance, which, in turn, could decrease job insecurity. We developed competing hypotheses and examined them using structural equation modelling in a heterogeneous sample of 337 employees. For employees with a higher professional level, results pointed towards a reciprocal causal relationship between qualitative job insecurity and in-role performance, indicating a loss cycle. For employees with a lower professional level, results showed a small positive direct causal relationship between qualitative job insecurity and in-role performance, while the negative direct path from in-role performance to qualitative job insecurity did not reach statistical significance. This is the first study to test the diverging theoretical predictions of social exchange theory and the job preservation motivation model, with regard to the relationship between qualitative job insecurity and in-role performance. Being longitudinal, our study only allows us to hint at possible causal relationships between the involved variables, the chronological order being necessary, but not sufficient to prove causality.     

A taxonomic foundation for evidence-based research on employee performance management

This study presents a taxonomic foundation for research on employee performance management practices based on a comprehensive review of the literature (198 articles and book chapters). The taxonomy consists of 50 practices organized within seven topic categories, including an evaluation of the amount of research evidence supporting each practice. This taxonomic foundation facilitates the aggregation, integration, interpretation, and explanation of performance management research based on a role-theoretic perspective derived from the behavioural approach to strategic human resource management. The proposed direct-linkage path model shows how this taxonomic foundation ties performance management practices to behaviours and results. We build on this Practice – Behaviour – Results (PBR) critical path model with moderators and mediators based on cognitive and social factors identified in the extensive previous research. This PBR model provides a foundation for orderly and structured growth for future research that will enhance the connection between research and improved organizational practices in performance management, as well as a guide to best practices in performance management.     

Getting credit for OCBs: potential costs of being a good actor vs. a good soldier

Employing a sample of 197 employee-supervisor dyads, we explore whether employees’ attitudes and underlying motivation for engaging in organizational citizenship behaviours (OCBs) differentially relate to supervisors’ assessments of their individual performance and reward recommendations. We theorized that employees who perform OCBs with self-serving motives would be low on affective commitment and high on equity sensitivity, and that such individuals would receive lower performance ratings and fewer reward recommendations than those who are high on affective commitment, low on equity sensitivity, and more selflessly motivated. Our results suggest that employees with high affective commitment, low equity sensitivity, and high selfless motives were more likely to receive positive supervisor performance ratings and high reward recommendations. We also found that affective commitment moderated the mediating path of prosocial values (a selfless motive) on the relationship between OCBs and reward recommendations. Practical implications and future research directions are discussed.     

The effect of superstitious thinking on psychosocial stress responses and perceived task performance

Previous research on superstitious belief, a subset of paranormal belief (Irwin, 1993 ), has suggested that people tend to invoke luck‐related superstitions in stressful situations as an attempt to gain an illusion of control over outcomes. Based on this, the current study examined whether luck‐related superstition, in the form of a “lucky” pen, could influence the psychological response to a psychosocial stressor. Participants (N = 114), aged between 17 and 59 years (M = 22.98, SD = 4.57) from James Cook University Singapore, were randomly assigned to one of four conditions: (a) no‐stress with no lucky pen; (b) no‐stress with a lucky pen; (c) stress with no lucky pen or; (d) stress with a lucky pen. The results revealed that participants provided with a lucky pen experienced lower state anxiety when exposed to the stressor. Further, participants provided with a lucky pen perceived their performance to be better than those without it. However, superstitious belief did not significantly change following exposure to stress. Taken together, the present findings add some support to the suggestion that belief in transferable luck may facilitate coping with a stressor. However, further research is needed to fully understand the mechanisms behind the potential benefits of superstitious belief.     

The effect of perceived stress and specialization on the relationship between perfectionism and burnout in collegiate athletes

Background: Athletic burnout is common when demands of the sport exceed the rewards. Individuals with certain personality dispositions, such as perfectionism, are at increased risk of experiencing perceived stress and subsequent burnout (Fender, L. K. (1989). Athlete burnout: Potential for research and intervention strategies. The Sport Psychologist, 3, 63–71. doi:10.1123/tsp.3.1.63; Gould, D., Tuffey, S., Udry, E., &; Loehr, J. (1996). Burnout in competitive junior tennis players: I. A quantitative psychological assessment. The Sport Psychologist, 10, 322–340. doi:10.1123/tsp.10.4.322; Stoeber, J. (2011). The dual nature of perfectionism in sports: Relationships with emotion, motivation, and performance. International Review of Sport and Exercise Psychology, 4, 128–145. doi:10.1080/1750984x.2011.604789). Perfectionism has both adaptive and maladaptive dimensions, with the more maladaptive qualities leading to greater perceived stress (Hamachek, D. E. (1978). Psychodynamics of normal and neurotic perfectionism. Psychology, 15, 27–33.; Rice, K. G., &; Van Arsdale, A. C. (2010). Perfectionism, perceived stress, drinking to cope, and alcohol-related problems among college students. Journal of Counseling Psychology, 57, 439–450. doi:10.1037/a0020221).

Objectives: This study examined the influence of perfectionistic strivings and concerns on burnout, and perceived stress as a mediator of this relationship in Division II and III specialized and multiple-sport athletes (N?=?351).

Design: Cross-Sectional.

Methods: Participants completed a demographic questionnaire and online measures of perfectionism, stress, and burnout during the latter part of the competitive season.

Results: Results showed a positive, direct effect of perfectionistic concerns on burnout. Stress partially mediated this relationship. Additionally, perfectionistic strivings had a negative direct effect on burnout for specialized athletes.

Conclusion: The relationship between perfectionistic concerns and burnout is partially explained by stress. Multiple sport athletes showed lower levels of stress compared to specialized ones. Finally, perfectionistic strivings are associated with lower levels of burnout for specialized athletes.     

Combined effects of workplace bullying and perceived organizational support on employee behaviors: does resource availability help?

Background and Objective: This research examines the detrimental effects of workplace bullying as a social stressor on employees’ job performance, organizational retaliatory behaviors, and organizational citizenship behaviors and how the availability of support can reduce the negative impact of bullying. Using social exchange theory and the conservation of resources theory as theoretical frameworks, we propose that workplace bullying drains personal resources, leading to reduced job performance, low citizenship behaviors, and increased organizational retaliatory behaviors. We also propose that perceived organizational support acts as moderator, such that it reduces the detrimental effects of bullying on employee behaviors.

Research Design and Methods: We tested our hypotheses in two field studies (N?=?478 and N?=?395) conducted in Pakistan.

Results: The results of both studies supported the assertion that workplace bullying exacerbates employees’ job performance, reduces organizational citizenship behaviors and intensifies organizational retaliatory behaviors. The idea that perceived organizational support would moderate the bullying-work behavior relationships found mixed support. While perceptions of organizational support reinforced the bullying-job performance and bullying-retaliatory behaviors relationships, it did not moderate the bullying-citizenship behaviors relationship in the suggested direction.

Conclusion: The findings show that workplace bullying leads to more organizational citizenship behaviors when employee’s perceptions of organizational support is high.     

Workplace ostracism And workplace behaviors: A moderated mediation model of perceived stress and psychological empowerment

Background and objectives: Workplace ostracism research has examined numerous underlying mechanisms to understand the link between workplace ostracism and behavioral outcomes. Ostracism has been suggested to be an interpersonal stressor; however, research has not investigated workplace ostracism from a stress perspective. Therefore, the study investigated the mediating effect of perceived stress for the relationships between workplace ostracism and helping behavior, voicing behavior, and task performance. The study also investigated the moderating effect of psychological empowerment for the relationships between perceived stress and behavioral outcomes.

Design: The study design was a three-wave self-reported questionnaire.

Method: The study sampled 225 full-time employees in South Korea and regression analyses with bootstrapping were conducted to test the moderated mediation models.

Results: The bootstrapped 95% CI around the indirect effects did not contain zero; therefore, perceived stress mediated the relationship between workplace ostracism and helping behavior (–.06), voicing behavior (–.07), and task performance (–.07). Further, the moderated mediation analyses found perceived stress mediated the relationships between workplace ostracism and behavioral outcomes only when individuals perceived low levels of psychological empowerment.

Conclusion: The findings suggest that workplace ostracism is a stressor and psychological empowerment can mitigate the negative effects of ostracism on behavioral outcomes.