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151.
Drawing upon social information processing theory, the study examined how ethical leadership shapes creative performance. Specifically, we tested a theoretical model integrating the sequential roles of psychological safety and creative self‐efficacy. A two‐waved sample of 512 supervisor‐subordinate dyads from frontline employees of three service industries located in Ghana was administered. The results of the hierarchical linear modeling analysis revealed that there is a positive relationship between ethical leadership and creative performance and that psychological safety positively and significantly mediates the relationship between ethical leadership and creative performance. Similarly, creative self‐efficacy significantly and positively mediates the relationship between ethical leadership and creative performance. Moreover, both psychological safety and creative self‐efficacy sequentially mediate the relationship between ethical leadership and creative performance. We discuss the implications of these results for research and practice. 相似文献
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153.
This article sheds light on the debate regarding political trust and protest activity. The debate boils down to the question whether trust in politics is positively or negatively related to protest activity. We exploit a dataset encompassing data on about 9,000 demonstrators spread over seven European countries. These demonstrators' trust in their parliaments varies widely, ranging from trustworthy capable, to corrupt incapable. We examine the diverging sociodemographic profiles and motivational dynamics that turn distrusting and trusting citizens into demonstrators. We hypothesize and show that distrusting demonstrators turn their back to institutionalized politics; for them, demonstrating substitutes the party politics they distrust. For trusting demonstrators, demonstrating supplements party politics. Trusting and distrusting demonstrators also differ considerably in terms of motivation. Distrusting demonstrators are stronger motivated to demonstrate than trusting demonstrators. Moreover, while political cynicism amplifies the motivation of distrusting demonstrators, it suppresses the motivation of trusting demonstrators. We conclude that the question to be answered is not so much whether people who engage in protest activity trust or distrust their political elites, but rather who the trusting and distrusting protesters are and why they protest. 相似文献
154.
This article studies how Dutch military personnel respond to austerity-related discontent. Based on the online survey (N = 579) conducted among military personnel we investigate 4 response strategies to austerity measures applied in the Dutch armed forces: voice (collective protest), exit (leaving the organization), silence (deliberately deciding not to protest), and neglect (engaging in anti-organizational behavior). We focus on how personnel combine these strategies and apply cluster analysis to identify 6 typical response patterns that we label as protesters, escapers, quiescents, conformers, obstructionists and combaters. We investigate how personal characteristics and perception of unique military environment influence the response of military personnel. We conclude that clusters we described are not only distinct in their behavior—their personal characteristics and perceptions differ as well. 相似文献
155.
Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination
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Adnan Ozyilmaz Berrin Erdogan Aysegul Karaeminogullari 《Journal of Occupational & Organizational Psychology》2018,91(1):181-204
Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.
Practitioner points
- Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
- Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.
156.
Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention
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Kim J. P. M. van Erp Josette M. P. Gevers Sonja Rispens Evangelia Demerouti 《Journal of Occupational & Organizational Psychology》2018,91(1):84-109
Public service employees work in occupations that are accompanied with high psychosocial risks. Police, firefighters, and paramedics are increasingly being confronted with argumentative, conflicting bystanders that frustrate them in executing their task. We developed a resource‐enhancement intervention and tested its usefulness for securing employees’ effective functioning and well‐being in bystander conflict. In a simulation‐based pre‐test post‐test control group design, paramedics in the intervention condition received training about how to increase their resources in terms of conflict management efficacy, perspective taking, task support, and emotional support. For those in the control condition, no such training was provided. Comparing pre‐ and post‐test measures (n = 81) of the participants in the intervention and control groups, we found evidence that the intervention successfully increased employees’ resources over time. Moreover, we found considerable support for a positive link between these resources and employees’ affective well‐being and job dedication. Thus, our study suggests that a resource‐enhancing intervention can serve as an important means to protect public service employees against the deleterious effects of bystander conflict.
Practitioner points
- A resource‐enhancing intervention can protect public service employees against the deleterious effects of bystander conflict.
- Resources related to dealing with a hindering bystander, as well as resources facilitating the continuation of the primary task, are positively associated with employees’ affective well‐being, job dedication, and job performance.
157.
Between Avoidance and Problem Solving: Resilience,Self‐Efficacy,and Social Support Seeking
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Ming‐hui Li Robert Eschenauer Vanessa Persaud 《Journal of counseling and development : JCD》2018,96(2):132-143
The authors explored resilience, self‐efficacy, and social support seeking as (a) mediators between stress and problem solving and (b) moderators buffering the effect of stress on avoidance. Participants were 220 college students. Structural equation modeling showed that resilience and self‐efficacy positively influenced problem solving but could not buffer stress's effect on avoidance. Social support seeking played a more important role than resilience and self‐efficacy in reducing avoidance when individuals intentionally used social support seeking as a source for problem solving instead of avoidance. 相似文献
158.
Nadine Lavan 《British journal of psychology (London, England : 1953)》2022,113(1):287-299
Listeners can perceive a person’s age from their voice with above chance accuracy. Studies have usually established this by asking listeners to directly estimate the age of unfamiliar voices. The recordings used mostly include cross-sectional samples of voices, including people of different ages to cover the age range of interest. Such cross-sectional samples likely include not only cues to age in the sound of the voice but also socio-phonetic cues, encoded in how a person speaks. How age perpcetion accuracy is affected when minimizing socio-phonetic cues by sampling the same voice at different time points remains largely unknown. Similarly, with the voices in age perception studies being usually unfamiliar to listeners, it is unclear how familiarity with a voice affects age perception. We asked listeners who were either familiar or unfamiliar with a set of four voices to complete an age discrimination task: listeners heard two recordings of the same person’s voice, recorded 15 years apart, and were asked to indicate in which recording the person was younger. Accuracy for both familiar and unfamiliar listeners was above chance. While familiarity advantages were apparent, accuracy was not particularly high: familiar and unfamiliar listeners were correct for 68.2% and 62.7% of trials, respectively (chance = 50%). Familiarity furthermore interacted with the voices included. Overall, our findings indicate that age perception from voices is not a trivial task at all times – even when listeners are familiar with a voice. We discuss our findings in the light of how reliable voice may be as a signal for age. 相似文献
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160.
AKIKO MIYOSHI 《The Japanese psychological research》2012,54(2):150-158
This research investigated the stability and causal effects of task‐specific self‐efficacy and generalized self‐efficacy in college students. In Study 1, task‐specific self‐efficacy and generalized self‐efficacy scales were administered to university students (N = 237) on two occasions, with an interval of 2 months. In Study 2, task‐specific (care‐work) self‐efficacy and generalized self‐efficacy scales were administered to college students who were studying to be care workers (N = 49) on three occasions (before the first care‐work practicum, after the practicum, and 3 months later). The results of both studies indicated that generalized self‐efficacy was more stable than task‐specific self‐efficacy. In Study 1, both generalized self‐efficacy and task‐specific self‐efficacy affected each other in daily life. Study 2 examined the effects of an ego‐engaged experience (the first care‐work practicum) for task‐specific (care‐work) self‐efficacy and generalized self‐efficacy. The results indicated that changes in care‐work self‐efficacy did not affect generalized self‐efficacy. 相似文献