Moral signals, public outrage, and immaterial harms

Public outrage is often triggered by “immaterially” harmful acts (i.e., acts with relatively negligible consequences). A well-known example involves corporate salaries and perks: they generate public outrage yet their financial cost is relatively minor. The present research explains this paradox by appealing to a person-centered approach to moral judgment. Strong moral reactions can occur when relatively harmless acts provide highly diagnostic information about moral character. Studies 1a and 1b first demonstrate dissociation between moral evaluations of persons and their actions—although violence toward a human was viewed as a more blameworthy act than violence toward an animal, the latter was viewed as more revealing of bad moral character. Study 2 then shows that person-centered cues directly influence moral judgments—participants preferred to hire a more expensive CEO when the alternative candidate requested a frivolous perk as part of his compensation package, an effect mediated by the informativeness of his request.     

Predicting counterproductive work behavior from the interaction of personality traits

Much attention has been given to enhancing the prediction of counterproductive work behavior (CWB), with a particular focus on the relationship between the five factor model of personality and CWB. Several scholars have advocated for a more complex view of this relationship, and rather than focusing simply on main effects, to examine the interaction of personality traits in predicting employee behavior. In consideration of the traits most strongly related to CWB, we examined the interaction between: (1) conscientiousness and emotional stability, (2) agreeableness and emotional stability, and (3) conscientiousness and agreeableness on CWB directed at individuals (CWB-I) and the organization (CWB-O). Results from a multi-national sample illustrate the interaction of traits increases the prediction of CWB over and above a single trait approach. The interactions suggest employees perform the least CWB when they are high on both traits (in the respective trait pairings), but low levels on either trait relate to increased CWB, and at levels comparable to individuals low on both traits. We conclude research on personality and CWB would benefit from an interactive approach as it allows for greater prediction of CWB-O and CWB-I, which is important in light of the organizational and interpersonal consequences of employee misbehavior.     

Health and well-being at work: The hospital context

IntroductionStudies have shown the importance of psychosocial risks for physical and mental health particularly in the medical sector and among hospital workers.ObjectiveThe main goal of our study is to measure the magnitude of the six dimensions of the psychosocial work environment in a French hospital. The second goal is to highlight from the six dimensions, which are the most important ones for the hospital workers in order to propose specific actions of improvement of the well-being at work and prevention of social risks.MethodOur sample is composed of 1139 hospital workers. (1) A 24-item scale was created, based on the six dimensions identified by the DARES study. This scale allows measuring the degree of psychosocial risk and of well-being at work. (2) Social representations are measured by a free association task based on the target expression: well-being at work in the hospital. (3) Participants also answered an open-ended question, on how to improve well-being at work in the hospital; answers were analyzed by a hierarchical classification.ResultsFour of the six dimensions extracted from the factorial analysis are equal to those identified by the DARES’ report: Work demand, Emotional demands, Relationships at work and Job insecurity. Quantitative analyses show that, for hospital workers, the level of risk is the highest on the first two. The social representation of well-being at work in the hospital, and the discourse analysis indicate that the dimension which is the most important for the hospital workers is Relationships at work.ConclusionIn this study, the use of both quantitative and qualitative assessments allows having some elements to analyze the quality of working conditions in the hospital. Moreover, reducing the level of psychosocial risk has a positive effect on workers’ satisfaction, well-being and health.     

Convergence and divergence of individual‐level values: A study of Malaysian managers

Malaysia is a multi‐ethnic country with Malay, Chinese and Indian being the dominant ethnic groups. This paper investigates the three ethnic cultures in Malaysia by examining the individual‐level values of managers and professionals. Based on 528 responses to a Schwartz Value Survey (SVS) questionnaire, the paper identifies partial convergence of the value systems of Malay, Chinese and Indian people. It was found that the three ethnic groups do not differ significantly in the individualistic value dimensions of Self‐enhancement and Openness‐to‐change. However, Malays are found to be more conservative and less self‐transcendent than Chinese or Indians, while Chinese and Indians attribute the same importance to these two sets of values.     

Satisfaction et confort au travail. L’apport de la démarche implicative

A large body of research has investigated the psycho-organizational variables predicting satisfaction at work, but few studies have so far examined variables in the field of environmental psychology. Our study aims first to identify the impact of variables evaluating comfort at work (satisfaction with the work environment, attachment to the workplace) by comparing them with organizational variables known to be related to job satisfaction, and then to rank the relationships between these variables in a pseudo- implication sequence, based on statistical implicative analysis. The study involved 105 bank employees and confirms our theoretical model, showing that job satisfaction can be explained implicatively by the three other variables [(Comfort/Functionality => Control/privacy) => Workplace attachment] => job satisfaction.     

资源保存理论在组织行为学中的应用：演变与挑战

资源保存理论(conservation of resources theory, COR)是组织行为学研究近30年中被引最高的理论之一。COR的提出源自Hobfoll对临床应激障碍的观察与思考, 历经了多次修订后该理论逐步由一个压力-反应模型发展成了一个以个体资源存量及其动态变化解释行为动因的动机理论, 形成了一个具有较广泛外延的理论体系。组织行为学是资源保存理论标志性文献的施引文献的核心来源。大量组织行为学研究对COR中的资源损失漩涡、获得螺旋等核心过程进行了实证检验, 涉及广泛的研究议题, 使COR成为了理解员工心理与行为动因的最具影响力的理论之一。COR在组织行为学中的应用面临一定的挑战, 其中有来自认知评价理论、适应理论的观点挑战, 也有其作为一个“跨界理论”带来的挑战。组织行为学研究在应用COR时应充分尊重其理论要义, 避免削足适履。     

居危思变?工作不安全感对创新行为的差异化影响?

企业往往在员工管理和组织创新上处于“两难困境”——难以提供稳定工作但又不得不依赖员工实现组织创新, 这就使得研究员工工作不安全感对创新行为的影响至关重要。企业员工遭遇不同环境威胁带来的工作不安全感时, 创新行为存在差异。本文在威胁焦点下深化工作不安全感概念, 并基于“以变量为中心”和“以人为中心”的研究思路, 探讨其对创新行为的差异化影响过程。首先, 结合环境威胁来源与主观感知, 把工作不安全感分为岗位焦点工作不安全感和人员焦点工作不安全感两个维度, 并将编制测量量表。其次, 期望运用纵向研究设计, 通过分析多时点的员工-主管配对数据, 基于情境调节焦点和工作激情的链式中介作用, 来揭示岗位焦点工作不安全感对创新行为的负向影响, 以及人员焦点工作不安全感对创新行为的倒U型影响。最后, 将采取“以人为中心”的研究思路, 运用潜在剖面分析方法探讨工作不安全感潜在类型及其对创新行为的影响。研究结果将有助于推进工作不安全感的概念和效用研究, 也为企业如何有效促进创新提供对策建议。     

If I imagine it,then it happened: The Implicit Truth Value of imaginary representations

Imagination sometimes leads people to behave, feel, and think as though imagined events were real even when they know they were not. In this paper, we suggest that some understanding of these phenomena can be achieved by differentiating between Implicit Truth Value (ITV), a spontaneous truth evaluation, and Explicit Truth Value (ETV), a self-reported truth judgment. In three experiments, we measure ITV using the autobiographical Implicit Association Test (Sartori, Agosta, Zogmaister, Ferrara, & Castiello, 2008), which has been used to assess which of two autobiographical events is true. Our findings demonstrate that imagining an event, like experiencing an event, increases its ITV, even when people explicitly acknowledge the imagined event as false (Experiments 1a and 1b). Furthermore, we show that imagined representations generated from a first-person perspective have higher ITV than imagined representations generated from a third-person perspective (Experiment 2). Our findings suggest that implicit and explicit measures of truth differ in their sensitivity to properties underlying truth judgment. We discuss the contribution of characterizing events according to both ITV and ETV to the understanding of various psychological phenomena, such as lying and self-deception.     

The relationship between procrastination,delay of gratification,and job satisfaction among high school teachers

The present study aimed at determining whether a significant relationship exists between procrastination, delay of gratification, and job satisfaction, with work‐related stress as an intervening variable among high school teachers. The sample consisted of 150 high school teachers from Karachi, Pakistan. The analysis showed a negative correlation between procrastination and job satisfaction, and a positive correlation between delay of gratification and job satisfaction. Also, procrastination and delay of gratification were significant predictors of work‐related stress, and work‐related stress was also a significant predictor of job satisfaction. In conclusion, when the teachers are not procrastinating on their job and score high on delay of gratification they will be more satisfied with their job and feel less stressed.