Journal of Theoretical Social Psychology最新文献_第7页

The interactive role of subjective attitudinal ambivalence, knowledge, and certainty for attitude stability: The case of driving electric vehicles 主观态度矛盾、知识和确定性对态度稳定性的互动作用：以驾驶电动汽车为例

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-10 DOI: 10.1002/jts5.89

Franziska Drescher, Rene Ziegler

引用次数: 0

Organizational support, legitimacy, and workplace outcomes: A mediation model 组织支持、合法性和工作场所结果:一个中介模型

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-03 DOI: 10.1002/jts5.88

Yaniv Kanat-Maymon, Erez Yaakobi, Yossi Maaravi

{"title":"Organizational support, legitimacy, and workplace outcomes: A mediation model","authors":"Yaniv Kanat-Maymon, Erez Yaakobi, Yossi Maaravi","doi":"10.1002/jts5.88","DOIUrl":"10.1002/jts5.88","url":null,"abstract":"Perceived organizational support (POS) is considered a central factor in employees' work-related attitudes and behaviors. Drawing on the relational model of authority, we propose that perceived authority legitimacy, which reflects subordinates' identification with and acceptance of authority directives and power, may mediate the effect of POS on employees' work-related outcomes, including job satisfaction, affective commitment, organizational citizenship behavior, and work deviance behavior. We analyzed the data from a cross-organizational sample of n = 343 employees using structural equation modeling with latent constructs. Results indicated perceived authority legitimacy partially mediated the relations of POS with work-related outcomes. When organizations recognize their employees' contributions, acknowledge their importance, and demonstrate an interest in their needs, employees tend to better accept the authority directives. Perceived authority legitimacy is then echoed in employees' functioning. While the benefits of POS have mostly been discussed as reflecting exchange processes, our findings point to identity-based processes emphasizing the important role of perceived authority legitimacy. The paper concludes by discussing implications for human resource management theory and practice.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"229-237"},"PeriodicalIF":1.8,"publicationDate":"2021-02-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.88","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41624737","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Who pays it forward the most? Examining organizational citizenship behavior in the workplace 谁支付的预付款最多？考察工作场所的组织公民行为

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-02-02 DOI: 10.1002/jts5.87

Theresa Eriksson, Caitlin Ferreira

{"title":"Who pays it forward the most? Examining organizational citizenship behavior in the workplace","authors":"Theresa Eriksson, Caitlin Ferreira","doi":"10.1002/jts5.87","DOIUrl":"10.1002/jts5.87","url":null,"abstract":"This research expands knowledge of individual tendencies to “pay it forward,” as a result of commitment to the organization. It is desirable for organizations to have employees who go above and beyond their prescribed work duties, resulting in positive outcomes and increased organizational performance. The critical role that organizational citizenship behavior plays in providing internal and external benefits for the organization highlights the importance of research in this field. This is particularly important in dynamic work environments with an increase in non-traditional (e.g., decentralized and remote) working arrangements. This work conceptually confirms that the generalized social exchange driven behavior of paying it forward (PIF) is an organizational citizenship behavior distinct from other conceptualizations. The research proposes and empirically tests a conceptual model contributing to literature examining individual tendencies to engage in social exchange and organizational citizenship behavior in organizations. The research uses a single, cross-sectional descriptive research design and data are analyzed using regression analyses. The findings confirm that a positive relationship exists between organizational commitment and PIF. Age and gender are confirmed moderators of this relationship, with younger respondents and males exhibiting the highest levels of PIF. Key practical implications from this research relate to furthering the understanding of individual tendencies to engage in organizational citizenship behavior, as a result of their commitment to the organization. This provides managers insight into fostering desired behavior, which assists with the creation of a self-reinforcing, positive behavioral cycle.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"215-228"},"PeriodicalIF":1.8,"publicationDate":"2021-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.87","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46907813","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 5

Conflicting relational models as a predictor of (in)justice perceptions and (un)cooperative behavior at work 冲突关系模型作为工作中公正感知和(非)合作行为的预测因子

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-01-20 DOI: 10.1002/jts5.85

Johannes F. W. Arendt, Katharina G. Kugler, Felix C. Brodbeck

{"title":"Conflicting relational models as a predictor of (in)justice perceptions and (un)cooperative behavior at work","authors":"Johannes F. W. Arendt, Katharina G. Kugler, Felix C. Brodbeck","doi":"10.1002/jts5.85","DOIUrl":"10.1002/jts5.85","url":null,"abstract":"Humans are naturally social, and according to relational models theory (RMT), they use cognitively represented and motivationally operative models (i.e., relational models) to structure and understand their social interactions. RMT proposes that the fit between the expected and perceived relational model (i.e., RM fit) in a given social interactive situation is related to perceptions of justice, while an RM misfit is related to injustice perceptions. The experience of RM fit/misfit is motivationally operative for generating behavior intended to either strengthen a just relationship or transform an unjust relationship. Building on these theoretical considerations, it is argued that RM fit (misfit) is positively (negatively) related to perceived justice which in turn is positively related to willingness to help and negatively related to willingness to hide one's knowledge from an interaction partner. Willingness to help and sharing information are of particular practical importance in the context of teamwork and for cooperative relationships in organizations more generally. Three experimental studies (n1 = 441, n2 = 618, n3 = 455) were conducted in which RM fit/misfit was manipulated as an independent variable in three different work scenarios (vignettes). We assessed participants' justice perceptions and willingness to exhibit (un)cooperative behavior (i.e., more or less helping and knowledge hiding) toward their interaction partners. All three experiments confirmed the hypothesized relationships. The results are discussed with respect to the theoretical relevance of RMT for explaining mechanisms underlying justice perceptions, helping behavior, and knowledge hiding at work in teams and organizations.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"183-202"},"PeriodicalIF":1.8,"publicationDate":"2021-01-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.85","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45427753","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 3

Knowledge of precise offers as a negotiating tactic does not reduce its effect on counteroffers 知道精确报价作为一种谈判策略并不能减少其对还价的影响

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-01-15 DOI: 10.1002/jts5.86

Todd J. Thorsteinson

{"title":"Knowledge of precise offers as a negotiating tactic does not reduce its effect on counteroffers","authors":"Todd J. Thorsteinson","doi":"10.1002/jts5.86","DOIUrl":"10.1002/jts5.86","url":null,"abstract":"Past research has demonstrated that precise first offers (e.g., $4,983) serve as an anchor in negotiations and reduce counteroffers relative to round first offers (e.g., $5,000). Precise offers are frequently perceived as indicating greater competence and knowledge of the person making the offer. Three studies were conducted to determine if knowledge of precise offers as a negotiating tactic would reduce the effect of precision on counteroffers. Precise offers elicited smaller counteroffers than round offers in all three studies, and this effect persisted even when participants were aware of precision as a negotiating tactic. Despite its effectiveness at reducing counteroffers, participants receiving precise offers were more likely to decide to negotiate compared to participants receiving a round offer in two of the three studies. Perceptions of the other party and scale granularity were examined as mediators of the relationship between anchor type (precise or round offer) and counteroffers. Perceived fairness of the offer emerged as a mediator in all three studies. These results suggest that a precise first offer can be effective at reducing counteroffers, even when the other party suspects that it is a negotiating tactic.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"203-214"},"PeriodicalIF":1.8,"publicationDate":"2021-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.86","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48497725","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

The degree of spuriousness within the job satisfaction-organizational citizenship behavior relationship 工作满意度-组织公民行为关系中的虚假程度

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-01-08 DOI: 10.1002/jts5.84

Michael King, Nathan A. Bowling, Kevin J. Eschleman

{"title":"The degree of spuriousness within the job satisfaction-organizational citizenship behavior relationship","authors":"Michael King, Nathan A. Bowling, Kevin J. Eschleman","doi":"10.1002/jts5.84","DOIUrl":"10.1002/jts5.84","url":null,"abstract":"Overwhelming evidence suggests that job satisfaction and organizational citizenship behavior (OCB) are positively related. Although researchers have generally assumed that satisfaction has a genuine relationship with OCB, we argue that the satisfaction–OCB relationship may be largely spurious. We tested the degree of spuriousness within the satisfaction–OCB relationship in two studies—a meta-analysis (Study 1) and a two-wave primary study (N = 420; Study 2). In both studies, we examined the strength of the satisfaction–OCB relationship after controlling for environmental variables (i.e., job characteristics, job stressors, and leader behaviors) and personality variables (i.e., five factor model characteristics and core self-evaluations). Across the two studies, we observed several instances in which the satisfaction–OCB relationship was significantly weaker after we controlled for a third variable, but a meaningful relationship was still present. And in some instances, the satisfaction–OCB relationship was rendered statistically nonsignificant or practically nonsignificant once controls were included. These findings suggest that satisfaction and OCB is at least partially spurious.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 3","pages":"162-182"},"PeriodicalIF":1.8,"publicationDate":"2021-01-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.84","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41522279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 1

Moderating role of perceived behavioral control in the theory of planned behavior: A preregistered study 知觉行为控制在计划行为理论中的调节作用:一项预登记研究

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2021-01-07 DOI: 10.1002/jts5.83

Francesco La Barbera, Icek Ajzen

{"title":"Moderating role of perceived behavioral control in the theory of planned behavior: A preregistered study","authors":"Francesco La Barbera, Icek Ajzen","doi":"10.1002/jts5.83","DOIUrl":"10.1002/jts5.83","url":null,"abstract":"Investigators frequently rely on the theory of planned behavior (TPB) as a conceptual framework to explain and predict human behavior in a variety of behavioral domains. Much of this research has focused on predicting behavioral intentions from attitudes, subjective norms and perceived behavioral control, typically by examining the additive effects of these constructs. However, in the original formulation of the TPB, perceived behavioral control was postulated to moderate the influence of attitude and subjective norm on intention. This tenet of the TPB has been drawing increasing attention in recent years. In a preregistered program of research conducted in two European countries (Germany and UK) concerning two different behaviors (exercising and reducing energy consumption), we found empirical support for the postulated moderating effects. The results suggest that as scores on perceived behavioral control increase, the strength of the association between attitude and intention increases as well, whereas the strength of the association between subjective norm and intention decreases. Implications of these findings for theory and future research are discussed.","PeriodicalId":36271,"journal":{"name":"Journal of Theoretical Social Psychology","volume":"5 1","pages":"35-45"},"PeriodicalIF":1.8,"publicationDate":"2021-01-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1002/jts5.83","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48119335","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 48

Decision letter for "Desiring to punish leaders: A new test of the model of people as intuitive prosecutors" “渴望惩罚领导者:人们作为直觉检察官模型的新考验”的决定书

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2020-12-27 DOI: 10.1002/JTS5.105

Ramadhar Singh, Himanshu Rai

引用次数: 1

Decision letter for "Role of psychological ownership in job crafting, work engagement, and counterproductive behavior" “心理所有权在工作塑造、工作投入和反生产行为中的作用”的决定函

IF 1.8

Journal of Theoretical Social Psychology Pub Date : 2020-12-22 DOI: 10.1002/JTS5.104

H. Tsai

引用次数: 5

Personal meaning as a predictor of behavioral action over and above the role of state social anxiety 个人意义作为行为行为的预测因素，超越了状态社会焦虑的作用