The role of organizational politics,contextual resources,and formal communication on change recipients' commitment to change: A multilevel study

Over the past decade there has been an increased interest in studying the factors that affect people's commitment to change. Drawing from the Job Demands–Resources model, in this enquiry we explored the moderating role of two contextual resources (i.e., trust in top management, history of change) and formal communication in the relationship between perceived organizational politics and commitment to change. Data were collected from 2543 employees of 84 companies representing a wide variety of industry sectors. In a first survey we collected data about the work context. Two weeks after the first survey, in a second survey we captured data on people's commitment to change. Hierarchical Linear Modeling (HLM) was used to analyse the multilevel character of the data. Consonant with our hypotheses, the findings indicate that the negative relationship between perceived organizational politics and commitment to change is moderated by “trust in top management”, “history of change”, and “formal communication”. As a group the Level 2 predictors account for 18%, 2.5%, and 10%, respectively, of the between-unit variance in continuance, normative, and affective commitment for change.     

Values in the bank: Value preferences of bank frontline workers and branch managers

The present study investigated the value preferences of frontline workers and branch managers working in a large bank in Israel. Value preferences of bank workers (n = 98) were compared with those of a matching sample drawn from the Israeli general population (n = 152). In addition, value preferences of bank frontline workers were compared with those of bank branch managers and deputy managers. Finally, the relationships between personal value preferences and the workers’ career motivation were examined. The results indicate that compared to the general population, bank workers have a higher preference for conformity, hedonism, and power values and a lower preference for benevolence, universalism, and self-direction values. Compared to the frontline workers, the bank branch managers and deputy managers reported a higher preference for achievement values and a lower preference for tradition values. Higher career motivation was associated with a higher preference for achievement and power values and a lower preference for benevolence values.     

When fit matters more: The effect of regulatory fit on adaptation to change

Regulatory fit theory predicts that motivation and performance are enhanced when individuals pursue goals framed in a way that fits their regulatory orientation (promotion vs. prevention focus). Our aim was to test the predictions of the theory when individuals deal with change. We expected and found in three studies that regulatory fit is beneficial only when a prevention focus is involved. In Study 1, an experiment among students, prevention- but not promotion-focused participants performed better in a changed task when it was framed in fit with their regulatory orientation. In Study 2, a survey among employees experiencing organizational changes, only the fit between individual prevention (and not promotion) focus and prevention framing of the changes by the manager was associated with higher employee adaptation to changes. In Study 3, a weekly survey among employees undergoing organizational change, again only prevention regulatory fit was associated with lower employee exhaustion and higher employee work engagement. Theoretical and practical implications of applying regulatory focus theory to organizational change are discussed.     

Research into therapists’ perceptions of therapeutic change using vignettes and aMSN messenger

This article describes a research approach to investigating the ways in which therapists understand the nature of therapeutic change. The research was based in qualitative, narrative approaches to in-depth analysis of vignettes provided by drama therapists. The article describes the approach to the generation of data through the internet by aMSN messenger. It reports on the approach taken to the analysis of data along with samples from the findings.     

Increasing Levels of Semantic Verbal Fluency in Elderly English Adults

ABSTRACT

Analyses incorporating large independent population-based samples and identical measures are needed to investigate recent trends in cognitive function. Nationally representative independent cohorts of community living individuals in England aged 65 years or older from the MRC Cognitive Function and Ageing Study in 1991 (n = 9458) and the English Longitudinal Study of Ageing in 2002 (n = 5196) were compared. East Cambridgeshire participants aged 65–69 years in 1991 (n = 680) were also compared to an independent cohort examined in 1996 (n = 600). Semantic verbal fluency, as measured by the animal naming neuropsychological test, increased by 1.1 extra words a minute in England between 1991 and 2002 (95% CI 0.9, 1.3). A similar increase was also observed in East Cambridgeshire. Levels of semantic verbal fluency appear to have increased in the older English population, which may help to buffer the aging population from future increases in dementia.     

The Impact of Changes in the Work Environment on the Place-Identity of Academics: An Exploratory Study

The study examined the impact of changes in the work environment on the construction of place-identity among university academics. Data were collected from five academics at a large distance learning university in South Africa. The institution was undergoing major structural changes at the time of the study. Unstructured questions were used for the data collection. These data were analysed using content analysis and the results suggested academics construct identities towards their place of work and changes to this place may be perceived as a threat.     

A dynamic approach to psychological strength development and intervention

Many practitioners working with clients from a strengths perspective largely rely on ad hoc interventions and employ a simplistic ‘identify and use’ approach. In this article, we suggest that clients can extract greater benefits when practitioners adopt more sophisticated approaches to strengths intervention. We introduce an alternative approach that we call ‘strengths development’. This approach is distinguished by the view that strengths are not fixed traits across settings and time (the dominant, contemporary approach to personality). Instead, we adopt dynamic, within-person approaches from personality science to research, assessment, and interventions on strengths. Specifically, strengths are highly contextual phenomena that emerge in distinctive patterns alongside particular goals, interests, values, and situational factors. Strengths are potentials for excellence that can be cultivated through enhanced awareness, accessibility, and effort. Finally, we outline potential psychological risks associated with the strengths perspective that are worthy of explicit discussion with clients.     

The modulating influence of category size on the classification of exception patterns

Generalization gradients to exception patterns and the category prototype were investigated in two experiments. In Experiment 1, participants first learned categories of large size that contained a single exception pattern, followed by a transfer test containing new instances that had a manipulated similarity relationship to the exception or a nonexception training pattern as well as distortions of the prototype. The results demonstrated transfer gradients tracked the prototype category rather than the feedback category of the exception category. In Experiment 2, transfer performance was investigated for categories varying in size (5, 10, 20), partially crossed with the number of exception patterns (1, 2, 4). Here, the generalization gradients tracked the feedback category of the training instance when category size was small but tracked the prototype category when category size was large. The benefits of increased category size still emerged, even with proportionality of exception patterns held constant. These, and other outcomes, were consistent with a mixed model of classification, in which exemplar influences were dominant with small-sized categories and/or high error rates, and prototype influences were dominant with larger sized categories.     

Selective cues to forget can fail to cause forgetting

Recent research has found that individuals can selectively forget a subset of items through directed forgetting. The goal of the present study was to replicate this selective directed forgetting effect and elucidate its underlying mechanisms. Unfortunately, results from four experiments failed to find any evidence of selective directed forgetting. Participants failed to forget any items when instructed to forget a subset of items from a first list before learning a second list. Participants were only successful in forgetting items from the first list when they were instructed to forget all items from the first list before learning the second list.