The Consequences of Perceived Age Discrimination Amongst Older Police Officers: Is Social Support a Buffer?*

This paper considers the psychological consequences of perceived age discrimination, and the buffering effect of social support. Findings suggest that age discrimination acts as a stressor, with negative effects on job and life satisfaction, perceived power and prestige of the job, and affective and normative commitment, along with positive effects on withdrawal cognitions and continuance commitment. For work‐based social support, there were positive main effects on job and life satisfaction, power and prestige of the job, and affective and normative commitment, and a negative main effect on withdrawal cognitions. However, there were no significant moderating effects for work‐based social support, and we found the anticipated buffering effect for non‐work‐based social support only for life satisfaction, with reverse buffering for job satisfaction and normative commitment     

Affective reactions influence investment decisions: evidence from a laboratory experiment with taxation

We experimentally investigate the effect of taxation of gains and losses on investment behavior. Based on the insights of economic research and psychological concepts, we expect subjects to react to taxation with behavioral and affective changes. Our main results are threefold: first, we show that taxation on gains and the possibility to deduct losses bias investment behavior, but in different directions. Since net payoffs are identical across all tax scenarios and therefore the same investment behavior is to be expected, these differences are in contrast to what a standard theory would predict. Second, we observe that different tax regulations have different effects on the affective and cognitive perception of our subjects. Third, with respect to possible connections of the affective and cognitive ratings, tax regulations, and investment decisions, we are able to show that arousal and risk perception fail to influence the decision making of participants, while there is a highly significant influence of valence perception on choice patterns.     

A Test of Basic Assumptions of Affective Events Theory (AET) in Call Centre Work1

Based on data from 2091 call centre representatives working in 85 call centres in the UK, central assumptions of affective events theory (AET) are tested. AET predicts that specific features of work (e.g. autonomy) have an impact on the arousal of emotions and moods at work that, in turn, co‐determine job satisfaction of employees. AET further proposes that job satisfaction is an evaluative judgement that mainly explains cognitive‐based behaviour, whereas emotions and moods better predict affective‐based behaviour. The results support these assumptions. A clear separation of key constructs (job satisfaction, positive and negative emotions) was possible. Moreover, correlations between several work features (e.g. supervisory support) and job satisfaction were, in part, mediated by work emotions, even when controlling for gender, age, call centre type (in‐house versus outsourced centres) and call centre size. Predictions regarding consequences of satisfaction and affect were partly corroborated as continuance commitment was more strongly related to job satisfaction than to positive emotions. In addition, affective commitment and health complaints were related to both emotions and job satisfaction to the same extent. Thus, AET is a fruitful framework for explaining why and how specific management strategies used for designing work features influence important organizational attitudes and well‐being of employees.     

Tornado Warning Perception and Response: Integrating the Roles of Visual Design,Demographics, and Hazard Experience

Recent advancements in severe weather detection and warning dissemination technologies have reduced, but not eliminated, large‐casualty tornado hazards in the United States. Research on warning cognition and behavioral response by the public has the potential to further reduce tornado‐related deaths and injuries; however, less research has been conducted in this area compared to tornado research in the physical sciences. Extant research in this vein tends to bifurcate. One branch of studies derives from classic risk perception, which investigates cognitive, affective, and sociocultural factors in relation to concern and preparation for uncertain risks. Another branch focuses on psychological, social, and cultural factors implicated in warning response for rapid onset hazards, with attention paid to previous experience and message design. Few studies link risk perceptions with cognition and response as elicited by specific examples of warnings. The present study unites risk perception, cognition, and response approaches by testing the contributions of hypothesized warning response drivers in one set of path models. Warning response is approximated by perceived fear and intended protective action as reported by survey respondents when exposed to hypothetical tornado warning scenarios. This study considers the roles of hazard knowledge acquisition, information‐seeking behaviors, previous experience, and sociodemographic factors while controlling for the effects of the visual warning graphic. Findings from the study indicate the primacy of a user's visual interpretation of a warning graphic in shaping tornado warning response. Results also suggest that information‐seeking habits, previous tornado experience, and local disaster culture play strong influencing roles in warning response.     

2. Is it lonely at the top?: The independence and interdependence of power holders

Although power is considered by many to be a fundamental way people organize social relationships, we know little about the psychological experience of being powerful, or the underlying mechanisms through which power affects individuals. In this paper, we review evidence suggesting that power creates a subjective sense of separation and distinctiveness from others, such that high power individuals have more independent self construals than low power individuals. We also review research demonstrating that power is related to the quantity of interconnections with others, such that high power individuals have more interdependent relational structures than low power individuals. We argue that independent self construals and interdependent relational structures occur simultaneously, and mutually reinforce one another. We review current research that acknowledges both dimensions of power, and propose specific mechanisms that underlie the relationship between independent self construal and interdependent relational structures.     

FAIR MARKET IDEOLOGY: ITS COGNITIVE-MOTIVATIONAL UNDERPINNINGS

Public opinion research indicates that most people espouse egalitarian ideals and acknowledge substantial income inequality in society, but they consistently perceive the economic system to be highly fair and legitimate. In an attempt to better understand this paradox by considering the cognitive and motivational bases of ideological support for the free market system, we draw on and integrate a number of social psychological theories suggesting that people want to believe that the systems and institutions that affect them are fair, legitimate, and justified. We have developed an instrument for measuring fair market ideology, and we have found in several samples that its endorsement is associated with self-deception, economic system justification, opposition to equality, power distance orientation, belief in a just world, political conservatism, right-wing authoritarianism, and scandal minimization. We also present evidence that people evince a system-justifying tendency to judge profitable companies to be more ethical than unprofitable companies. In addition, results from an experimental study we conducted in Hungary indicate that support for the free market system is strongest among people who score high in self-deception under conditions of system threat, suggesting the presence of a (non-rational) defensive motivation. Finally, we discuss several organizational and societal implications of the tendency to idealize market mechanisms and to view market-generated outcomes as inherently fair.     

Promises and Partnership

We examine experimentally the impact of communication on trust and cooperation. Our design admits observation of promises, lies, and beliefs. The evidence is consistent with people striving to live up to others' expectations so as to avoid guilt, as can be modeled using psychological game theory. When players exhibit such guilt aversion, communication may influence motivation and behavior by influencing beliefs about beliefs. Promises may enhance trustworthy behavior, which is what we observe. We argue that guilt aversion may be relevant for understanding strategic interaction in a variety of settings, and that it may shed light on the role of language, discussions, agreements, and social norms in these contexts.     

Leaders's language and employee proactivity: Enhancing psychological meaningfulness and vitality

Today's volatile environment and pressure for continuous improvement require leaders to play a central role in fostering and nurturing employee proactivity. Effective leaders use their communication skills as a key tool to motivate employees to achieve organizational goals. In this study, we tested a model in which leader motivating language (manifested as direction-giving, empathetic, and meaning-making language) fosters the development of employee proactive behavior by shaping a psychological context of meaningfulness and cultivating a motivational state of employee vitality. The findings indicate that the leader motivating language is related directly and indirectly, through psychological meaningfulness, to employee vitality. We also found that psychological meaningfulness and employee vitality are mediating mechanisms through which leader motivating language can result in enhanced employee proactivity. This study advances theory and research on employee proactivity as a contingency of leadership motivating language by integrating three emerging streams of research—relational leadership, relational communication, and proactivity. Theoretical and practical implications are discussed.     

Investigating the Moderating Effects of Leader–Member Exchange in the Psychological Contract Breach–Employee Performance Relationship: A Test of Two Competing Perspectives

Leader–member exchange (LMX) has been characterized as a form of social support capable of buffering the effects of negative work experiences. However, employees with high‐quality relationships with leaders in the organization may have stronger negative reactions when psychological contracts are breached. Thus, while a social support perspective would suggest that LMX minimizes the adverse impact of psychological contract breach on employee performance, a betrayal perspective proposes that high LMX would aggravate the negative effects. Using cross‐sectional and longitudinal research designs, results across three samples provided support for the betrayal perspective. That is, breach had a stronger negative relationship with organizational citizenship behaviours and in‐role performance under conditions of high LMX. Implications of these results and future research directions are discussed.     

The Formation of Group Affect and Team Effectiveness: The Moderating Role of Identification

In the current research we use the social identity perspective to enhance our understanding of group affect (i.e. a collectively shared pattern of affective states among group members). Because higher identification (i.e. the extent to which group members define themselves in terms of their group membership) is related to higher attentiveness to fellow group members, we expected that group identification would foster affective convergence, and that the effects of group affective tone on team effectiveness would be stronger for higher identifying groups. A survey of teams (n=71 teams) confirmed our expectations. A scenario experiment (n=121 participants) added to our findings by showing that identification does indeed lead group members to affectively converge to their fellow group members and that this affective convergence, in turn, explains subsequent team‐oriented attitudes. Our study testifies to the notion that team managers may want to take notice of and manage affect in work groups, because, especially in higher identifying teams, affect may spread among team members and influence the team's effectiveness.     

More than a Metaphor: Organizational Identity Makes Organizational Life Possible

Recent papers by Cornelissen (2002a, 2002b) and Gioia, Schultz and Corley (2002a, 2002b ) have debated the utility of organizational identity as a metaphor for understanding organizational life. In the present paper we argue that this debate is limiting because it frames issues of organizational identity purely in metaphorical terms and fails to explore the social psychological basis and consequences of the discontinuity between personal and organizational identity. Extending this debate, we argue that the power of organizational identity as a theoretical and applied construct derives from the fact that it has the capacity to be both an externally shared and negotiated product and an internalized aspect of the collective self. Consistent with recent research informed by the social identity approach to organizational psychology, we discuss how an appreciation of the identity‐based dynamic between the social facts of organizations and the socially‐structured psychology of organizational members is essential for both theoretical and practical understanding of organizational life.     

Working Under a Black Cloud: How to Sustain Organizational Identification after a Merger*

This article argues against the merger folklore that maintains that a merger negatively affects well‐being and work attitudes primarily through the threat of job insecurity. We hold that the workplace is not only a resource for fulfilling a person's financial needs, but that it is an important component of the self‐concept in terms of identification with the organization, as explained by social identity theory. We unravel the key concepts of the social identity approach relevant to the analysis of mergers and review evidence from previous studies. Then, we present a study conducted during a merger to substantiate our ideas about the effects of post‐merger organizational identification above and beyond the effects of perceived job insecurity. We recommend that managers should account for these psychological effects through the provision of continuity and specific types of communication.     

How do you really feel? Effect of leaders' perceived emotional sincerity on followers' trust

We extend research on leadership and emotions by addressing two previously under-researched areas. Prior research has focused primarily on the valence of leaders' displayed emotion and on followers' affective reactions to those displays. In contrast, we examined followers' cognitive reactions to the perceived sincerity of leaders' displayed emotion. Study 1 found that American workers' trust in a leader was related to their perceptions of that leader's emotional sincerity. Study 2 replicated these results among Chinese workers, and further indicated the mechanisms through which perceived emotional sincerity influenced trust and showed how trust influenced performance. The findings demonstrate the importance of including emotional sincerity in studies of leader affect, and suggest the value of adding a cognitive perspective to the current focus on followers' affective reactions to their leaders' emotions.     

Hedonism versus accuracy: the influence of motivation and affect on the evaluation of multiple gains and losses

The perceived value of multiple gains and losses may be influenced by a perceiver’s goals or affective state. In this research, insights from prospect theory were combined with the heuristic-systematic model to shed light on the information-processing strategies that underlie motivated and affect-related preference formation in the context of valuating multiple gains and losses. Specifically, findings from two experiments examine the influence of motivation and affect on preferences for segregated versus integrated gains and losses. In the first experiment—consistent with hypotheses—accuracy motivation was found to induce systematic processing for gains. The mixed results in the loss condition are explained with the influence of negative affect. Overall, the evidence supports the notion that people’s value functions might be more flexible than predicted by prospect theory, depending on people’s current goals. The second experiment substantiates these findings, identifying the influence of negative versus positive affect on the valuation of gains and losses. The results suggest that mood-management determines information processing and preferences depending on the congruence of the valence of affect (e.g. negative such as sadness) and the valence event (e.g. a positive event such as a gain). From a managerial perspective these studies add to practical knowledge on price communication, bundling, surcharges, or sequences of payments. When setting prices, salaries or other compensation schemes managers should consider whether their target group tends to be more accuracy or more feeling motivated.     

The Future is Now: Reducing Psychological Distance to Increase Public Engagement with Climate Change

Many people perceive climate change as psychologically distant—a set of uncertain events that might occur far in the future, impacting distant places and affecting people dissimilar to themselves. In this study, we employed construal level theory to investigate whether a climate change communication intervention could increase public engagement by reducing the psychological distance of climate change. Australian residents (N = 333) were randomly assigned to one of two treatment conditions: one framed to increase psychological distance to climate change (distal frame), and the other framed to reduce psychological distance (proximal frame). Participants then completed measures of psychological distance of climate change impacts, climate change concern, and intentions to engage in mitigation behavior. Principal components analysis indicated that psychological distance to climate change was best conceptualized as a multidimensional construct consisting of four components: geographic, temporal, social, and uncertainty. Path analysis revealed the effect of the treatment frame on climate change concern and intentions was fully mediated by psychological distance dimensions related to uncertainty and social distance. Our results suggest that climate communications framed to reduce psychological distance represent a promising strategy for increasing public engagement with climate change.     

Socially Responsible Practices: An Exploratory Study on Scale Development using Stakeholder Theory

Socially responsible practices of firms have evolved into an important area of research in operations management; however, it remains challenging to identify specific scales that capture multiple dimensions of such social practices. In this exploratory study, we use stakeholder theory to develop new multi‐item measurement scales linked to multiple groups (i.e., internal, supplier, customer, and community stakeholders). Furthermore, we empirically test a higher order multidimensional construct that collectively assesses the socially responsible practices of a firm. Using these stakeholder‐derived constructs as taxons in a cluster analysis, we identify important patterns in the way that multiple groups of stakeholders are engaged. Finally, we demonstrate that the set of social practices are complementary and concentrating on one group can yield spillover effects to other specific stakeholder groups.     

组织支持感与工作投入的曲线关系及其边界条件

作为一种工作资源,组织支持感是员工工作投入的重要预测变量。但是,基于社会交换理论,组织支持感也可能增加员工角色外的投入、减少对工作角色的投入。在一定条件下,组织支持感与工作投入可能存在非线性的关系。采用302名证券行业员工问卷,考察组织支持感与工作投入的曲线关系,进一步探索情感承诺对该曲线关系的调节作用。在检验共同方法偏差的基础上,采用多项式回归对研究假设进行检验。研究结果表明,在控制员工的情感承诺后,组织支持感与工作投入呈显著U形曲线关系。情感承诺显著调节组织支持感与工作投入的曲线关系,即情感承诺高的员工,组织支持感与工作投入呈U形曲线关系;而情感承诺低的员工,组织支持感与工作投入呈显著线性关系。总体而言,研究结果进一步支持组织支持感对工作投入潜在的负面影响,尤其是具有高情感承诺的员工其感知到的组织支持只有超过一定水平后才会对工作投入产生积极的影响。     

Reinvigorating Research on Gender in the Workplace Using a Positive Work and Organizations Perspective*

Gender inequality is a widespread organizational challenge, however, research on gender in the workplace suffers from stagnation in mainstream management research. A positive work and organizations perspective has the capacity to augment problem‐focused gender research with new approaches to boosting gender equity. Yet, contributions that utilize such a perspective are sparsely spread across nearly two decades’ time and dozens of journals with differing disciplinary foci. This paper aims to reinvigorate gender research in management research by consolidating insights that have emerged through the application of a positive perspective. Therefore, we systematically review articles published in 21 management and psychological journals between 2001 and 2016. Four main themes emerged as drivers of gender research from a positive perspective: performance, social integration, well‐being, and justice/moral matters. The contributions within these themes highlight pathways to organizational flourishing through positive diversity and inclusion behaviors and practices. Thus, this paper provides a conceptual map for navigating and planning further research.     

The Inverse Relation Between Risks and Benefits: The Role of Affect and Expertise

Although risk and benefits of risky activities are positively correlated in the real world, empirical results indicate that people perceive them as negatively correlated. The common explanation is that confounding benefits and losses stems from affect. In this article, we address the issue that has not been clearly established in studies on the affect heuristic: to what extent boundary conditions, such as judgments’ generality and expertise, influence the presence of the inverse relation in judgments of hazards. These conditions were examined in four studies in which respondents evaluated general or specific benefits and risks of “affect‐rich” and “affect‐poor” hazards (ranging from investments to applications of stem cell research). In line with previous research, affect is defined as good or bad feelings integral to a stimulus. In contrast to previous research, affect is considered as related both to personal feelings and to social controversies associated with a hazard. Expertise is related to personal knowledge (laypersons vs. experts) as well as to objective knowledge (targets well vs. poorly known to science). The direct comparison of the input from personal and objective ignorance into the inverse relation has not been investigated previously. It was found that affect invoked by a hazard guides general but not specific judgments of its benefits and risks. Technical expertise helps to avoid simplified evaluations of consequences as long as they are well known to science. For new, poorly understood hazards (e.g., stem cell research), expertise does not protect from the perception of the inverse relation between benefits and risks.