Abusive supervision, intentions to quit, and employees’ workplace deviance: A power/dependence analysis

We conducted a two-study examination of relationships between abusive supervision and subordinates’ workplace deviance. Consistent with predictions derived from power/dependence theory, the results of a cross-sectional study with employees from three organizations suggest that abusive supervision is more strongly associated with subordinates’ organization deviance and supervisor-directed deviance when subordinates’ intention to quit is higher. The results also support the prediction that when intention to quit is higher, abusive supervision is more strongly associated with supervisor-directed deviance than with organization-directed deviance. These results were replicated in a second study, a two-wave investigation of people employed in a variety of industries and occupations.     

The Relations of Temperament and Emotion Self-regulation with Suicidal Behaviors in a Clinical Sample of Depressed Children in Hungary

Although major depressive disorder (MDD) is associated with suicidal behaviors, some depressed individuals are not suicidal and others evidence various forms of suicidality. We thus investigated whether aspects of temperament and self-regulation of dysphoria represent risk factors for DSM-IV suicidality (recurrent thoughts of death, recurrent suicidal ideation, suicidal plan, and suicide attempt) in depressed youths. Using a sample of children with MDD (N = 407; ages 7-14 years), recruited from clinical sites across Hungary, we tested the hypotheses that: (a) suicidality is related to higher levels of trait negative emotionality as well as more maladaptive and fewer adaptive regulatory responses to dysphoria and (b) as the severity of suicidal behavior increases, levels of trait negative emotionality and dysfunctional emotion regulation also increase. We also explored if other aspects of temperament relate to suicidality. Children's DSM-IV diagnoses were based on semi-structured interviews and best-estimate psychiatric consensus. Parents independently provided ratings of their children's temperament, and children separately completed an inventory of emotion regulation (ER). Using multivariate models, we failed to confirm the hypothesized relations of negative trait emotionality and suicidality, but confirmed that high maladaptive and low adaptive ER response tendencies increase the odds of suicidal behaviors, above and beyond the risk posed by depressive illness severity. Unplanned interaction terms between temperament dimensions (other than negative emotionality) and ER suggested that at some high-extremes of temperament, ER has no impact on suicidality but in their absence, adaptive ER lowers the risk of suicidality. The practical implications of the findings are discussed.     

Health Consequences of Organizational Injustice: Tests of Main and Interactive Effects

I report the results of two studies that explored relationships between employees' justice perceptions and their psychological well-being. In both studies, the main and interactive effects of distributive justice and procedural justice accounted for significant, unique variance in employees' psychological distress. Consistent with predictions derived from a framework that integrates stress and coping theory with justice theory, relationships between procedural justice and psychological distress were stronger when distributive justice was lower. I discuss theoretical implications for the organizational justice literature and identify the studies' limitations and practical implications.     

Moderators of the relationships between coworkers' organizational citizenship behavior and fellow employees' attitudes

The authors developed and tested the prediction that the relationship hetween coworkers' organizational citizenship behaviors (OCBs) and fellow employees' attitudes depends on the supervisors' abusiveness. Results of a longitudinal study using data collected from 173 supervised employees at 2 points in time (separated by 7 months) suggested that coworkers' OCB was positively related to fellow employees' job satisfaction and affective commitment when abusive supervision was low. However, when abusive supervision was high, coworkers' OCB was negatively related to job satisfaction and was unrelated to organizational commitment. The results of a 2nd study were consistent with the idea that the attributions employees make for their coworkers' OCB explains the moderating effect of abusive supervision on the relationship between coworkers' OCB and job satisfaction.     

Connectionist natural language parsing

The key developments of two decades of connectionist parsing are reviewed. Connectionist parsers are assessed according to their ability to learn to represent syntactic structures from examples automatically, without being presented with symbolic grammar rules. This review also considers the extent to which connectionist parsers offer computational models of human sentence processing and provide plausible accounts of psycholinguistic data. In considering these issues, special attention is paid to the level of realism, the nature of the modularity, and the type of processing that is to be found in a wide range of parsers.     

Changes in Attitudes Toward Religion Among Those with Mental Illness

Despite the increased attention given to the religious experiences of those with mental illness, the specific nature of the changes in religious attitudes that occur within this population remain yet unknown. In this study, 406 individuals with persistent mental illness who attended one of 13 Los Angeles County Mental Health facilities completed a demographic questionnaire, an adapted version of the Religious Coping Index, and the Symptom Checklist 90-R. Over 54% of the participants reported a change in their religious beliefs such that their faith became stronger or weaker as a result, and 66% perceived these changes to be positive in nature. Qualitative codings suggest that a constructive or destructive use of religion and the quality of one's self-image and relationship with God are the primary themes underlying these changes. Those changes that were predominantly positive were associated with less severe symptomatology and more religious coping when compared to predominantly negative changes. These findings suggest that religious attitudes may be an ongoing and dynamic part of the experience of mental illness that should be considered in the treatment and research afforded by mental health professionals.     

Gender Differences in Emotional Language in Children's Picture Books

Numerous examinations of children's picturebooks have found that they are gender biased againstfemales in terms of character prevalence in titles,pictures and central role, and in the type of activities engaged in by characters. This study examineda differentpotential area of gender stereotyping, genderdifferences in emotional language. Books that were readto/by a sample of primarily Caucasian preschool children during a one-week period were examinedfor evidence of stereotyping. Analysis of characterprevalence indicated that males had higherrepresentation in titles, pictures and central role.Contrary to expectation, males and females wereassociated with equal amounts of emotional language. Inaddition, no differences were found in the types ofemotional words associated with males andfemales.     

Does the Experience of Organizational Justice Mitigate the Invasion of Privacy Engendered by Random Drug Testing? An Empirical Investigation

This research used theories of organizational justice to develop predictions regarding employees' judgments of the invasiveness of random-drug-testing programs. An investigation with two firms suggested that employees view random drug testing to be less invasive when they (a) hold management positions, (b) have been tested for drug use fewer times, (c) perceive the consequences of testing positive for drug use to be less punitive, and (d) perceive the drug-testing procedures to be more accurate. Unexpectedly, however, the perceived danger of impaired performance on the job was unrelated to the criterion. Implications of the findings for research and practice are discussed.     

Justice, citizenship, and role definition effects

A limitation of the organizational citizenship behavior (OCB) literature is that theory and empirical evidence suggest that some employees define OCBs as part of their job. A theoretical framework that addresses this problem is tested in this article. The framework focuses on 2 effects: a role enlargement effect (i.e., employees with more favorable attitudes define OCB as inrole behavior, which, in turn, results in greater citizenship) and a role discretion effect (i.e., the relationship between employees' attitudes and their citizenship will be stronger among employees who define OCB as extrarole behavior). In tests of this framework with 2 independent samples of supervisor-subordinate dyads, role definitions were found to moderate several relationships between procedural justice and OCB, providing support for the role discretion effect. Implications for OCB theory and research are discussed.     

On The Exchange of Hostility With Supervisors: An Examination of Self‐Enhancing and Self‐Defeating Perspectives

We invoke competing theoretical perspectives to examine the consequences for subordinates of involvement in relationships that vary in terms of downward hostility (i.e., hostility enacted by supervisors against direct reports) and upward hostility (i.e., hostility enacted by subordinates against immediate supervisors). Consistent with the perspective that targets of downward hostility are less likely to see themselves as victims when they perform acts of upward hostility, analysis of 2‐wave data from a sample of supervised employees suggested that upward hostility weakens the deleterious effects of downward hostility on subordinates’ job satisfaction, affective commitment, and psychological distress. Study 2 directly examined the presumed mechanism that underlies the effects observed in Study 1. In a 3‐wave sample, support was found for a moderated‐indirect effect framework in which the indirect effects of downward hostility on subordinates’ attitudes and psychological distress (through victim identity) were weaker when upward hostility was higher. Study 2 results also suggested that the enhancing effect of upward hostility generalizes to subjective indicators of career satisfaction and future career expectations.