Destructive Criticism Revisited: Appraisals,Task Outcomes,and the Moderating Role of Competitiveness

Destructive criticism is negative feedback that is inconsiderate in style and content, which exists at the intersection of performance feedback and interpersonal mistreatment. The current research integrates these literatures with an investigation of the effects of destructive versus constructive criticism from a co‐worker on recipients' relational appraisals, emotions, and task outcomes. Drawing from theorising about cognitive appraisals after personal affronts, we first propose that those who experience destructive criticism are more likely than those who experience constructive criticism to (a) perceive that the feedback‐giver intended to harm them, (b) blame the feedback‐giver, (c) distrust the feedback‐giver, and (d) feel anger. Second, with regard to task‐related outcomes, we extend research on trait moderators of feedback responses to the study of destructive criticism. We draw from feedback intervention theory ( Kluger & DeNisi, 1996 ) regarding how feedback may alter the locus of attention to be either self‐ or task‐focused, and investigate a trait that may shift one's attention to the self after destructive criticism. Specifically, we proposed that trait competitiveness—i.e. a desire to win over others—interacts with type of criticism to predict task‐related outcomes. The results of two experiments—a scenario study and a behavioral experiment—provide support for our arguments.     

The Facebook paths to happiness: effects of the number of Facebook friends and self-presentation on subjective well-being

The current study investigates whether and how Facebook increases college-age users' subjective well-being by focusing on the number of Facebook friends and self-presentation strategies (positive vs. honest). A structural equation modeling analysis of cross-sectional survey data of college student Facebook users (N=391) revealed that the number of Facebook friends had a positive association with subjective well-being, but this association was not mediated by perceived social support. Additionally, we found that there was a negative curvilinear (inverted U-shape curve) relationship between Facebook friends and perceived social support. As for self-presentation strategies, whereas positive self-presentation had a direct effect on subjective well-being, honest self-presentation had a significant indirect effect on subjective well-being through perceived social support. Our study suggests that the number of Facebook friends and positive self-presentation may enhance users' subjective well-being, but this portion of happiness may not be grounded in perceived social support. On the other hand, honest self-presentation may enhance happiness rooted in social support provided by Facebook friends. Implications of our findings are discussed in light of affirmation of self-worth, time and effort required for building and maintaining friendships, and the important role played by self-disclosure in signaling one's need for social support.     

The interactional effect between employees’ perceived materialistic rewards and marital status on attitudinal and behavioral outcomes: An empirical investigation

Current Psychology - This study investigates whether the degree of materialistic rewards perceived by employees leads to creative behavior for organizational change, and identifies possible...     

Positive Leader Behaviors and Workplace Incivility: the Mediating Role of Perceived Norms for Respect

Scholars have called for research on the antecedents of mistreatment in organizations such as workplace incivility, as well as the theoretical mechanisms that explain their linkage. To address this call, the present study draws upon social information processing and social cognitive theories to investigate the relationship between positive leader behaviors—those associated with charismatic leadership and ethical leadership—and workers’ experiences of workplace incivility through their perceptions of norms for respect. Relationships were separately examined in two field studies using multi-source data (employees and coworkers in study 1, employees and supervisors in study 2). Results suggest that charismatic leadership (study 1) and ethical leadership (study 2) are negatively related to employee experiences of workplace incivility through employee perceptions of norms for respect. Norms for respect appear to operate as a mediating mechanism through which positive forms of leadership may negatively relate to workplace incivility. The paper concludes with a discussion of implications for organizations regarding leader behaviors that foster norms for respect and curb uncivil behaviors at work.