The Construction of a Transformational Leader: Follower Attachment and Leadership Perceptions

Attachment theory suggests that unmet needs may filter perceptions of reality. Moreover, since the attachment system is always primed in anxious individuals, it tends to bias cognitive processing in a self‐sustaining manner. Here, it is proposed that individuals high in attachment anxiety are predisposed to perceive leaders as capable of meeting their needs. An exploratory laboratory study was conducted to examine the relationship between attachment anxiety and perceptions of transformational leadership. Individuals who scored high in attachment anxiety reported transformational leadership, even though such elements were objectively absent. The implications for follower receptiveness to transformational and charismatic leadership are discussed.     

Subjective determinants of attraction: Self-perceived causes of the rise and decline of liking,love, and being in love

Eighty-one female students at a German university were asked to indicate in writing (a) how they would come to like, love, and be in love with someone, and (b) how in their case liking, loving, and being in love with someone would come to an end. The responses were analyzed using a comprehensive list of 117 determinants developed for this study, which were grouped into four causal categories–P (person), O (other), P×O (relational), and E (environmental) conditions. Regarding the rise of attraction, the most frequent determinant for liking and for being in love was the existence of positive attributes of O (69% and 63%); for love, it was the existence of positive feelings from O (29%). Regarding the decline of attraction, the most frequent determinant for liking was negative behavior on O's part (42%); for love, abuse of one's trust by O (25%); and for being in love, disillusionment with regard to O (44%). Further analyses (including ANOVAs) involved the mean frequencies for the four causal categories. Concerning the rise of attraction sentiments, P causes were predominant for love and O causes were predominant for liking and for being in love; P×O causes were particularly infrequent for being in love. Concerning the decline of attraction sentiments, only for liking was one causal category predominant (O causes). E causes were hardly mentioned for both the rise and the decline focus. The findings are discussed in the context of both the more traditional research on “objective” determinants of attraction and, in particular, of recent research on the subjective (common-sense or implicit) understanding of liking, love, and being in love.     

DEVELOPMENT AND VALIDATION OF A COMPUTERIZED INTERPRETATION SYSTEM FOR PERSONNEL TESTS

A computerized system was developed for generating narrative interpretations of scores from a battery of personnel screening tests. The report structure and interpretive statement library were designed to capture the test expertise and interpretive strategies of a panel of testing experts. This was accomplished by enumerating the questions that the experts believed the battery could answer, developing answers to these questions, and devising rules for selecting the appropriate answers based on test-battery scores. The accuracy, thoroughness, readability, and coherence of the computer-generated reports were evaluated in comparison to reports generated by human experts for the same examinees. Results of the evaluation showed the computerized reports to be more accurate and thorough, as readable, and somewhat less coherent than interpretations generated by the typical human expert. The computerized system development and validation strategies described are useful for other applications in which numbers are interpreted in a narrative report format.     

A LONGITUDINAL STUDY OF LEADER REWARD BEHAVIOR, SUBORDINATE EXPECTANCIES, AND SATISFACTION

Positive and punitive leader reward behavior and their longitudinal relationships with subordinate expectancies and satisfaction were studied in a large manufacturing organization. Longitudinal data were collected approximately one year apart from 132 managerial, engineering and supervisory employees. Cross-lagged correlations suggested that positive leader reward behavior was causally related to higher effort-to-performance expectancy, as well as higher satisfaction with work, opportunities for promotion and overall satisfaction. Punitive leader reward behavior was suggested to be causally related to lower satisfaction with work, supervision and overall satisfaction. Implications were discussed for the use of leader reward behavior and for future research.     

The General Confidence Scale: Coping With Environmental Uncertainty and Threat

We investigated general confidence as a psychological buffer for coping with environmental uncertainty and threat. In Study 1, a new scale to measure general confidence was developed and cross‐validated with different samples. Study 2 examined general confidence as a moderator of the influence of environmental stress on individual strains. Two groups of participants were presented with photographs either of terrorist attacks or of neutral scenes. We found a significant interaction between presented scenes and general confidence. Study 3 examined the effect of general confidence on acceptance of mobile phone stations while controlling for relevant variables. The results showed good incremental validity for the General Confidence Scale over related personality and social psychological constructs.     

从博弈游戏看儿童经济决策行为的发展

国外有研究借助最后通谍（UG）和独裁者博弈（DG）探查了儿童的决策行为,他们发现,随着儿童年龄的增长,他们分配给对方的金额呈上升趋势,即公平和分享行为随年龄增加。儿童的经济决策行为和社会化不可避免要受文化影响。研究探查了中国文化下小学三、六年级、初二、大学一年级四个年龄组学生在最后通谍（UG）和独裁者博弈（DG）中的经济决策行为发展。研究同时比较了个体决策和群体决策的差异。结果发现：儿童在两个博弈中的提议金额都显示出公平和分享行为,随着儿童年龄的增长,儿童在UG和随后进行的DG中的提议分配金额呈减少趋势。这个发现与以往国外研究结果明显不同。两个博弈的顺序对UG没有影响,但对DG有影响;儿童的个体决策和群体决策结果没有显示显著差异     

Self‐Engagement Moderates the Mediated Relationship Between Organizational Constraints and Organizational Citizenship Behaviors Via Rated Leadership

We examined self‐engagement in job performance in a moderated mediation model where engagement moderated the relationship between organizational constraints and ratings of leadership effectiveness, and ratings of leadership effectiveness mediated the relationship between organizational constraints and organizational citizenship behaviors (OCBs). University employees representing diverse occupations completed measures of self‐engagement, organizational constraints, and leader effectiveness. Supervisors provided ratings of OCB. Tests of mediated moderation using random coefficient modeling revealed that leadership mediated the relationship between constraints and OCB for highly engaged employees. Results are discussed in terms of highly engaged workers being attuned to stressors in the work environment that may compromise performance, potentially blaming leaders for the presence of these obstacles, thus causing withdrawal of effort on nonessential performance tasks.     

Autonomy,Relationality, and Feminist Ethics

While care ethics has frequently been criticized for lacking an account of autonomy, this paper argues that care ethics’ relational model of moral agency provides the basis for criticizing the philosophical tradition's model of autonomy and for rethinking autonomy in relational terms. Using Diana Meyers s account of autonomy competency as a basis, a dialogical model of autonomy is developed that can respond to internal and external critiques of care ethics.