Dodging the double bind: the role of warmth and competence on the relationship between interview communication styles and perceptions of women’s hirability

In two studies we examine how feminine, masculine and hybrid impression management tactics affect perceptions of job applicants in interview settings. Study 1 (N = 133) results indicated that a hybrid tactic was more effective than a feminine tactic to portray competence. Similarly, a hybrid tactic was more effective than a masculine tactic to portray warmth. Further, perceptions of competence and warmth predicted ratings of likability and hirability. Study 2 (N = 222) replicated Study 1 and showed that applicant gender did not affect the results. The results indicated that hybrid tactics enable members of both genders to appear competent and warm in an interview.     

Our neoliberal fantasies? A preliminary test of research trends in leading journals in work and organizational psychology

Prior to engaging in a substantive discussion on the supposed influence of neoliberalism on research in work and organizational psychology (WOP), it is important to verify the empirical basis of the trends advanced by Bal and Dóci (Neoliberal ideology in work and organizational psychology, European Journal of Work and Organizational Psychology [Online First Publication, 2018]). To this end, we content analysed 745 abstracts of empirical studies published in leading WOP journals during the years 2006–2007 and 2016–2017. Results of our content analysis do not support the hypothesized trends towards more instrumentality and individualism in WOP research, suggesting that Bal and Dóci’s (2018) portrayal of the WOP literature does not provide a solid basis for discussion. On the basis of our findings, we conclude with recommendations to broaden the scope of WOP research to also include macro-level, societal issues.     

Perceived corporate ethical values and organisational justice in relation to employee commitment at a manufacturing company

This study investigated the relationship between employees’ perceptions of their organisation’s corporate ethical values and justice and their level of commitment. The study participants were 201 employees of a manufacturing company in the Democratic Republic of Congo (female = 32%%, general employees = 68%, mean years of service = 13 years; SD = 0.85 years). They completed measures on corporate ethical values, organisational justice, and organisational commitment. Findings following hierarchical regression indicated that employees’ perceptions of corporate ethical values and organisational justice significantly influence their affective and continuance organisational commitment. A work environment where a code of conduct is upheld and employees are treated fairly would encourage employees to extend their membership of the employing organisation.     

Dialogic reflection for professional development through conversations on a social networking site

This article provides insights into how teachers benefited from their engagement in teaching-related conversations on Facebook timelines. The main data generated from participant observation and semi-structured interviews involving 34 English language teachers were analyzed using thematic and discourse analysis approaches. The analysis reveals that the teachers’ supportive conversations on the timelines revolve around troublesome experiences encountered in school which serve as a trigger for the teachers to engage in dialogic reflection, which enables them to have a better interpretation of their professional lives. The findings from this study point towards the need for reconceptualization of ‘teacher professional development’ as an opportunity for the construction of a collective and satisfying interpretation of themselves-in-the-world, where teachers work together to make sense of both mundane reality and stressful teaching-related events through the co-construction of social support.     

ITC Guidelines for Translating and Adapting Tests (Second Edition)

The second edition of the International Test Commission Guidelines for Translating and Adapting Tests was prepared between 2005 and 2015 to improve upon the first edition, and to respond to advances in testing technology and practices. The 18 guidelines are organized into six categories to facilitate their use: pre-condition (3), test development (5), confirmation (4), administration (2), scoring and interpretation (2), and documentation (2). For each guideline, an explanation is provided along with suggestions for practice. A checklist is provided to improve the implementation of the guidelines.     

自我效能感影响航线飞行安全绩效的多重中介模型

采用问卷法调查了138名民航飞行员,探讨了自我效能感对飞行安全绩效的影响,以及在这一影响过程中组织信任、组织承诺和工作投入的作用。结果显示,自我效能感对组织信任、组织承诺、工作投入和安全绩效有直接正向作用。组织信任在自我效能感对组织承诺、工作投入、安全绩效的影响中有部分中介作用。组织承诺与工作投入在自我效能感对安全绩效影响中发挥着部分中介作用。结论:自我效能感对安全绩效有直接效应,并可通过组织信任、组织承诺和工作投入对安全绩效产生间接影响。     

Internet-based acceptance and commitment therapy for psychological distress experienced by people with hearing problems: a pilot randomized controlled trial

Psychological distress is common among people with hearing problems, but treatments that specifically target this aspect have been almost non-existent. In this pilot randomized controlled trial, an eight-week long Internet-based treatment, informed by Acceptance and Commitment Therapy, was administered to explore the feasibility and efficacy of such a treatment. Included participants were randomized to either treatment (n = 31) or wait-list control (n = 30) condition. All participants were measured prior to randomization and immediately after treatment ended using standardized self-report instruments measuring hearing-related emotional and social adjustment (Hearing Handicap Inventory for the Elderly – S, HHIE-S), quality of life (Quality of Life Inventory, QOLI), and symptoms of depression and anxiety (Patient health Questionnaire, PHQ-9 and Generalized Anxiety Disorder scale, GAD-7). Linear mixed effects regression analysis using the full intention-to-treat sample demonstrated that the treatment had superior outcomes on the main outcome measure as compared with the control group, Cohen’s d = 0.93, 95% CI [0.24, 1.63]. The benefits of treatment over control were also evident in scores of depression, Cohen’s d = 0.61, 95% CI [0.04, 1.19], and quality of life, Cohen’s d = 0.88, 95% CI [0.14, 1.61]. The results provide preliminary support for Internet-delivered acceptance and commitment therapy as a potentially effective treatment of psychological symptoms associated with hearing problems.     

Being a good or a just teacher: Which experiences of teachers’ behavior can be more predictive of school bullying?

In two cross‐sectional questionnaire studies with N = 2,931 German students, aged between 12 and 17 years (M = 14.1, SD = 0.5), we investigated the relation between students’ bullying behavior and their personal belief in a just world (BJW). We considered students’ personal experience of teacher justice as a possible mediator in this relation and investigated whether the students’ experiences of their teachers’ classroom management explained bullying behavior in addition to personal BJW and teacher justice, while statistically controlling for sex and school type. In both studies, multilevel modeling results showed that the more students endorsed personal BJW and the more they evaluated their teachers’ behavior toward them personally as being just, the less likely they were to report that they bullied others. The students’ personal experience of teacher justice mediated the association of personal BJW with bullying. Furthermore, the students’ personal experience of classroom management significantly predicted bullying in addition to personal BJW and teacher justice. The observed relations were mainly significant at the individual level. The pattern of results persisted when we controlled for school type and when we considered student sex as a moderator. We discussed the adaptive functions of BJW and implications for future school research and practice.

     

Antecedents and outcomes of unit cohesion and affective commitment to the Army

Group cohesion and affective commitment have shown to have critical relevance to military organizations in particular. The relationship between cohesion and affective commitment is established, and the two constructs share a number of common organizational antecedents and employee outcomes. The authors explored the relationship between cohesion and affective commitment in a model that incorporates antecedents (effectiveness of immediate leadership and procedural justice) and consequences (organizational citizenship behaviors [OCBs] and turnover intentions) common to both. Respondents (N = 714, 102 women, 612 men) were Canadian Army personnel. The models suggest that cohesion partially mediates the relationships between (a) perceptions of immediate leadership and affective commitment to the Army and (b) perceptions of unit procedural justice and affective commitment to the Army. Furthermore, affective commitment to the Army partially mediates the relationship between unit cohesion and turnover intentions but fully mediates the relationship between unit cohesion and OCBs. This model helps explain some common variance between unit cohesion and organizational affective commitment.     

深谋远虑:前瞻行为研究的回顾与展望

前瞻行为是一个自我发起、未来导向以及试图改变现状的积极行为,能够为个人与组织带来正面的影响.本文旨于回顾前瞻行为的本质、前导因素、动机历程以及结果效应,也特别回顾笔者近期针对前瞻行为所进行的研究.首先,关于前瞻一词可以从不同的角度进行理解,包括个别差异观点、行为观点与历程观点.由于过去文献多从行为观点进行研究,本文的回顾亦以行为观点为主轴.其次,本文逐一回顾目前文献所提出的三个关于促进前瞻行为的动机历程:能力、缘由与情绪.再者,笔者讨论各种能够促发前瞻行为的前导因素,包括个人因素、环境因素,以及两者间的交互作用如何影响前瞻行为的展现.笔者也基于过去的研究发现,总结前瞻行为所能导致的结果,包括工作态度与绩效.最后,在近期研究的介绍中,笔者介绍了三个根据个别差异的观点所进行的研究.此研究路线旨在了解人格特质对前瞻行为的影响,并且勾勒情境所扮演的调节效应.全文最终总结前瞻行为的研究现状,以及提出未来可能探索的研究方向.