Managing the interactions between multiple identities in inter-organizational collaborations: an identity work perspective

Inter-organizational collaboration (IOC) research considers the achievement of a collaborative identity as a key enabler of a successful collaboration. As a result, little has been said about the interactions between collaborative and non-collaborative identities. We build on narrative identity work and positioning theory, to explore how collaboration partners engage in identity work positioning to manage the interactions of the multiple identities emerging through the process of collaboration as they try to accomplish collaborative work. We illustrate this process through a qualitative longitudinal study of an educational partnership in Greece. Our analysis shows how IOC partners manage the interactions between collaborative and non-collaborative identities by positioning themselves, and others, in narratives of collaboration as part of their daily identity work when responding to emerging collaborative needs. Our research extends our current understanding of identity work processes in IOCs by demonstrating the paradoxical nature of the collaboration, which requires relying on both collaborative and non-collaborative identities for the successful achievement of aims. We therefore suggest that identity tensions should not be resolved but rather managed, since they enable partners to respond creatively to contextual organizational changes and make sense of the collaboration as it happens.     

Prevalence and correlates of metabolic syndrome in Hong Kong Chinese adults—a random community sample study

The study investigates the prevalence and correlates of metabolic syndrome (MS) among Hong Kong Chinese adults. Random cluster sampling design and International Diabetes Federation (IDF) MS criteria were adopted. Totally 737 adults participated in questionnaire survey and received waist circumference (WC) measurement. Among them 335 showed central obesity (WC > 80 and 85 cm for women and men respectively). Subsequently 229 accepted blood test. Totally 71 participants met MS criteria, suggesting an overall prevalence of 14.1%. Both central obesity and MS increase sharply with age. Chi-square/ANOVA analyses revealed significant positive associations between central obesity with: being male, marital status being married/cohabit, lower education level, occupation as managers or housewives, and alcohol consumption. For MS, the significant positive correlates were: lower education level, occupation as service workers or housewives, lower income level, and alcohol consumption. After controlling for age, binary logistic regression analyses suggested the significant risk factors for central obesity were being male (OR = 1.4), married/cohabit (OR = 1.8), longer working hours (OR = 1.5), eating less vegetables (OR = 1.5), and alcohol consumption (OR = 1.8). For MS, only alcohol consumption appeared to be a significant risk factor (OR = 2.3). Multivariate binary logistic regressions also supported that age group and alcohol consumption were significant predictors of MS. To conclude, adopting randomized cluster sampling and IDF criteria, the study revealed a prevalence rate of MS at 14.1%. Alcohol consumption appears to be the strongest risk factor of MS, which however needs further investigation.     

Le rôle des stresseurs sur le comportement d’innovation : Quand le leadership habilitant du supérieur protège le potentiel d’innovation des travailleurs

This study focuses on the relationship between workplace stressors and innovative work behavior. The joint analysis of the mediation process supporting this relationship as well as the influence of certain external conditions such as the moderating role of the supervisor has made it possible to highlight the dynamic that underlie the relationship between stressors and innovation behavior. Using the challenge-hindrance model, this theory proposes that challenge (i.e., role overload) and hindrance (i.e., role ambiguity and role conflict) stressors exert positive and negative indirect effects, respectively, on innovative work behavior through psychological empowerment (PE). Furthermore, empowering leadership (EL) has the potential to optimize the benefits of challenge stressors and reduce the effects of hindrance stressors on PE and indirectly on innovation work behavior. In support of these predictions, a time-lagged study of 146 employees from various Canadian firms reveals that hindrance stressors, particularly role ambiguity, are negatively related to innovative work behavior through PE. Moreover, when EL was high, the positive effects of role overload were enhanced through PE while the negative effects of role ambiguity and role conflict were attenuated. The implications of these findings for research and practice are discussed.     

Aims in parent work: a brief qualitative survey

Child psychotherapists’ views of the treatment aims of parent work in a community Child and Adolescent Mental Health Service (CAMHS) were explored. Parent work undertaken by the child psychotherapy team in one calendar year was analysed. The parent worker was asked to describe the primary aim of the work for each case. The resulting thematic analysis found that the main aims of parent work were: increasing empathy with the child; decreasing enmeshment; and containing anxiety. Linking with Alvarez’s notion of a hierarchy of interpretative approaches, the study’s findings suggest that there are parallel ‘levels’ of intervention in parent work, where therapists work in ways appropriate to the parent’s psychological functioning.     

Heuristics versus direct calculation,and age-related differences in multiplication: an evidence accumulation account of plausibility decisions in arithmetic

We offer a new theoretical angle for cognitive arithmetic, which is that evidence accumulation may play a role in problem plausibility decisions. We build upon previous studies that have considered such a hypothesis, and here formally evaluate the paradigm. We develop the finding that performance differences, due to variations in strategy use and aging effects, can indeed be reasonably explained through these accumulation-to-bound cognitive models. Results suggest that these models may be effectively used to learn more about the underlying cognitive processes. In this study, we modelled young (18–24) and older (68–82) adults’ solution times in performing arithmetic verification (e.g. whether 8?×?5?=?41 is true/false). The domain-relevant factors in strategy use (problem-verification heuristics) and aging differences (older/younger adult groups) were analyzed by a response process model of the latency data, that is fit by participant and item. Lower thresholds accounted for the faster response times (RTs) for problems solved with heuristics (arithmetic rule-violation checking strategies), as opposed to problems solved by calculation approaches. A more rapid accumulation accounted for faster RTs on problems in which two arithmetic rules were violated (strategy combination) rather than one. Third, higher thresholds (i.e. preferring to have greater certainty before responding) accounted for older adults’ slower speed. These findings are in support of accumulation models being relevant for more complex cognitive tasks, as well as to account for the age-related differences therein.     

When is a lie acceptable? Work and private life lying acceptance depends on its beneficiary

In this article we show that when analyzing attitude towards lying in a cross-cultural setting, both the beneficiary of the lie (self vs other) and the context (private life vs. professional domain) should be considered. In a study conducted in Estonia, Ireland, Mexico, The Netherlands, Poland, Spain, and Sweden (N = 1345), in which participants evaluated stories presenting various types of lies, we found usefulness of relying on the dimensions. Results showed that in the joint sample the most acceptable were other-oriented lies concerning private life, then other-oriented lies in the professional domain, followed by egoistic lies in the professional domain; and the least acceptance was shown for egoistic lies regarding one’s private life. We found a negative correlation between acceptance of a behavior and the evaluation of its deceitfulness.     

Evaluating performance over time: Is improving better than being consistently good?

In many decision contexts, people evaluate others based on intertemporal performance records and commonly face a choice between two distinct profiles: performance that is consistently high versus performance that improves over time to that high level. We proposed that these two profiles could be appealing for different reasons, and thus evaluators’ preferences will differ across decision contexts. In three studies, participants were presented with candidates (e.g., students, employees) displaying the two profiles, and evaluated each candidate in terms of performance, future expectations, and deservingness. The consistent candidate was rated higher on performance, but lower on future expectations, than the improved candidate. Consequently, in achievement-based decisions (e.g., selecting a student for a scholarship), the consistent candidate was viewed as most deserving, whereas in potential-based decisions (e.g., selecting an employee for promotion), the improved candidate was preferred. These effects were mediated by the relative weight that evaluators placed on performance and future expectations.     

Does contact at work extend its influence beyond prejudice? Evidence from healthcare settings

This article reports on two studies investigating the role of intergroup contact on the reduction of prejudice against migrants and on organizational and health outcomes. Study 1 enrolled 624 native healthcare professionals and showed that frequent and positive contact with non-native co-workers was associated with a decrease in the professionals’ prejudice and an increase in the professionals’ perception of team functioning. These effects were mediated by reduced in-group threat perception. Study 2 enrolled 201 native patients and showed that frequent and positive contact with non-native healthcare providers was associated with a decrease in patients’ prejudice and an increase in patients’ satisfaction for the care received. These effects were mediated by reduced in-group threat perception. These novel findings showed that frequent and positive contact with non-native individuals can improve health and organizational outcomes along with facilitating positive intergroup relations.     

The everyday dynamics of rumination and worry: precipitant events and affective consequences

ABSTRACT

Rumination and worry are two perseverative, negatively valenced thought processes that characterise depressive and anxiety disorders. Despite significant research interest, little is known about the everyday precipitants and consequences of rumination and worry. Using an experience sampling methodology, we examined and compared rumination and worry with respect to their relations to daily events and affective experience. Participants diagnosed with Major Depressive Disorder (MDD), Generalized Anxiety Disorder (GAD), co-occurring MDD–GAD, or no diagnosis carried an electronic device for one week and reported on rumination, worry, significant events, positive affect (PA), and negative affect (NA). Across the clinical groups, occurrences of everyday events predicted subsequent increases in rumination, but not worry. Further, higher momentary levels of rumination, but not worry, predicted subsequent decreases in PA and increases in NA. Thus, in these clinical groups, rumination was more susceptible to daily events and produced stronger affective changes over time. We discuss implications for theory and clinical intervention.     

Transmission of reduction‐oriented crafting among colleagues: A diary study on the moderating role of working conditions

Zooming into reduction‐oriented job crafting among employees, next to minimizing demands (i.e., making a job less strenuous), we introduced optimizing demands (i.e., simplifying the job and making work processes more efficient) and suggested that optimizing demands should be positively related to work engagement, whereas minimizing demands negatively related to work engagement. Moreover, we suggested that both forms of reduction‐oriented crafting can be transferred among colleagues, and this will particularly occur in jobs that are high on demands (workload and emotional demands), low on resources (autonomy), and when the colleagues have a high‐quality relationship. We examined these hypotheses among 65 dyads of employees who filled in a general questionnaire and a diary for three working days. Multilevel analyses supported the transmission of both job crafting dimensions among colleagues. Moreover, there is more transmission of minimizing demands among colleagues when workload and emotional demands are high and autonomy is low. Additionally, optimizing demands was transmitted among colleagues when autonomy was low and quality of relationship with colleague was high. Optimizing demands was positively related to work engagement, whereas minimizing demands was unrelated to work engagement. These findings imply that optimizing demands is a favourable behaviour and can be transmitted among colleagues under specific conditions.

Practitioner points

• Working smarter is related to higher work engagement
• Employees model their colleague's proactive behaviour
• Unfavourable working conditions stimulate modelling behaviour of colleagues