The dynamics of strike votes: Perceived justice during collective bargaining

Why do workers decide to go on strike or change their mind during a strike? This field study aims to determine to what extent employees' perceptions of justice formed during the collective bargaining process influence their strike vote. Data were collected from a North American university faculty that went on strike 21 months after the expiration of its collective agreement. The results show that perceived justice about collective bargaining is a determinant of the strike vote. The role played by the employer and the union as a source of (in)justice and the importance of the four types of justice perceptions (procedural, distributive, interpersonal, and informational) vary depending on the context of ballots (initiate, continue, or end the strike). This suggests that the reduction of uncertainty leads to the activation of three different mechanisms: judgmental heuristics (salience), social comparison, and cognitive dissonance. The results also suggest that employees attempt to be as rational as possible when they decide to go on strike. Nevertheless, the decision to join strikers and to continue the strike is partly based on an emotional process: employees use the strike to punish the employer. Copyright © 2012 John Wiley & Sons, Ltd.     

Some psychological consequences of striking: A six month,longitudinal study

The literature available on organizational psychology has largely neglected the issue of industrial conflict, and little is known about individual psychological effects of industrial conflict such as labour disputes and strikes. Psychological consequences of involvement in a strike were assessed in this research. Data were collected from 117 full-time, white collar union members immediately following a 22 day strike, and again two and six months later. Negatively perceived industrial relations events (e.g. 'strike or lockout', 'being involved in negotiations') were associated with marital adjustment, psychosomatic symptoms and a lack of psychological well-being on completion of the strike, and predicted unfavourable changes in psychological well-being over the next two and six months. A framework for understanding the negative effects of labour disputes and strikes is proposed, and the role of the organizational psychologist when such conflicts occur is considered.     

Are two cynics better than one? Toward understanding effects of leader–follower (in‐)congruence in social cynicism

Prior research suggests that leaders' social cynicism can undermine important follower outcomes such as followers' motivation and performance. However, these studies have exclusively focused on leaders' social cynicism and neglected that followers' views on the social world might also influence the leadership process. On the basis of theories of social beliefs and person–supervisor fit, we offer an integrative perspective and predict that it is the congruence between leaders' and followers' social cynicism that shapes leadership dynamics. Data from 116 leader–follower dyads from a broad range of organizations and industries support our model: Polynomial regression and response surface analyses show significant congruence effects of leaders' and followers' social cynicism on followers' extra‐role behaviors and followers' proactive work behaviors. These positive effects of congruence on follower outcomes are transmitted by leader–member exchange quality. Finally, congruence effects are stronger when leaders' and followers' social cynicism is low rather than high. Overall, our study suggests that it is the correspondence between leaders' and followers' social cynicism that influences followers' leader–member exchange, extra‐role, and proactive behavior. We discuss the theoretical and practical implications of these findings for designing functional leader–follower dyads in organizations.     

The prevention of young driver's DWI (driving while intoxicated) and RWDI (riding with a driver under influence) in Europe: a social-sequential model

Inspired by the "critical incident technique" of McKnight et al. (1995) who analyzed 12,000 drivers' decisions leading to (or not to) DWI, and identified the influence of social, motivational, and economic factors, we have developed a social-sequential model of young drivers' DWI (driving while intoxicated) and RWDI (riding with a driver under influence) prevention. DWI or RWDI may be analyzed as a four-stage process: (1) the decision to drink and to associate leisure activities with drinking; (2) the management of alcohol consumption during the evening; (3) the decision to drive after drinking; and (4) the behavioral adaptation, once the decision to drive is taken (disinhibition of risk-taking or risk compensation). At each of these four stages, preventive action can reflect the intervention of two types of actors: (1) formal social control of behavior is influenced by professionals involved in accident prevention, and (2) informal social control of behavior is influenced by the proximal environment of the subject.     

Trade union support following an underground explosion

We examined emotional support offered by a trade union and psychological distress four months after an underground explosion in a South Africa gold mine, which caused 63 fatalities and five injuries. The disaster occurred the day after the end of a three-week, industry-wide strike by the National Union of Mineworkers (NUM). Statistically controlling for industrial relations stress, no psychological distress differences were recorded between the experimental group (21 NUM members who were underground at the time of the blast) and a control group of 22 NUM members employed at a different gold mine in the region. Union emotional support interacted with exposure to the disaster: Whereas union support was significantly and inversely related to psychological distress for the experimental group, the relationship was non-significant for the control group. Results are discussed in terms of the importance of trade unions as a source of social support.     

Founder need to belong,tertius iungens orientation and new venture performance

In this study, we examine the role of founders' need to belong and tertius iungens orientation (i.e., the tendency of bringing people together and coordinating among others) in the context of new ventures. We propose and document evidence that a founder's tendency to engage in tertius iungens oriented networking is positively associated with new venture performance. We also reveal that a founder's need to belong is a significant motivational antecedent of the founder's tertius iungens orientation. Further, the need to belong–networking orientation linkage is stronger for founders in new ventures at the early product development stage than those at the late product development stage. We tested our hypotheses using survey data collected with a two‐wave sample of new ventures in China. We discuss the theoretical significance of studying the need to belong and tertius iungens orientation for social networks and entrepreneurship literatures, as well as the practical implications for managing a successful new venture.     

How does the social context fuel the proactive fire? A multilevel review and theoretical synthesis

The role of social context (e.g., leadership, team climate, and organizational support) in shaping employee proactive behavior has received considerable attention and has been investigated across multiple forms of proactive behavior. However, the research has not been well integrated. In this review, we adopt a multilevel approach to synthesize what is known about how social context factors influence employees' proactive behavior, as well as what mechanisms underpin these effects. Our analyses show that leader‐, team‐, and organization‐related social context factors mainly influence employee proactivity through shaping “reason to,” “can do,” and “energized to” states (i.e., proactive motivational states) via individual‐, team‐, and cross‐level processes. That has been most frequently investigated is the effect of the discretionary social context, particularly leadership, on proactive behavior. We also review the interaction effects between social context factors and other factors on employee proactive behavior and found inconsistent support for the motivational‐fit perspective that stimuli with the same directions enhance each other's effect. We offer a research agenda to advance theoretical insights on this important topic.     

The role of human capital,motivation and supervisor sponsorship in predicting career success

Based on Turner's (1960) contest‐ and sponsored‐mobility systems, a comprehensive model of the determinants of career success was examined. Human capital and motivational variables represented the contest‐mobility system whereas leader–member exchange and supervisor career mentoring represented the sponsored‐mobility system. Results based on data from 245 supervisor–subordinate dyads indicated limited support for the contest‐mobility system and strong support for the sponsored‐mobility system. Interestingly, the two forms of sponsorship were differentially related to career outcomes. Specifically, leader–member exchange was positively related to salary progression, promotability, and career satisfaction. Career mentoring, however, was only related to promotability. Copyright © 1999 John Wiley & Sons, Ltd.     

“Embedded” at hire? Predicting the voluntary and involuntary turnover of new employees

Embeddedness theory has been invoked to describe factors that constrain employee turnover, such as fit with the environment, interpersonal links, and potentially sacrificed benefits. In contrast with previous assumptions that embeddedness requires considerable time to develop on the job, we extend theory by demonstrating how biographical characteristics (i.e., biodata), assessed at or before the point of hire, are related to individual's propensity to be embedded, while also showing how such characteristics predict one's future turnover likelihood. Beyond voluntary turnover, we also build embeddedness‐based theoretical explanations for involuntary turnover (i.e., terminations). To test these ideas, we conducted two studies at and before employees' point of hire, respectively: Study 1 examined how assessed biodata items of new employees relate to established embeddedness measures, whereas Study 2 linked the same biodata items assessed during the application process to employees' future involuntary, avoidable voluntary, and unavoidable voluntary turnover. Study 1 results revealed various biodata items predicted embeddedness in two distinct samples. In Study 2, results showed that biodata predicted turnover forms in unique ways. Our study highlights the utility of point‐of‐hire embeddedness propensity as a means to explain organizational exit, thereby demonstrating how organizations can use embeddedness tenets for employee recruitment and selection purposes.     

A model of the antecedents of early union commitment: The role of socialization experiences and steward characteristics

The present study aimed at investigating the influence of shop steward characteristics and early union socialization experiences on new members' attitudes toward unions and their affective commitment to the union. Two thousand surveys were mailed to the most recent members of the National Association of Letter Carriers. Of these, 658 (33 per cent) were returned. Focusing on those individuals who had joined the union within the past 12 months yielded a usable sample of 585. A two-stage, structural equation modeling approach indicated a satisfactory goodness-of-fit for both the measurement and structural models. Individual socialization experiences significantly affected union attitudes. The latter variable was a significant predictor of union commitment. These results are discussed in the context of the organizational socialization literature and union commitment research.     

A biosocial model of entrepreneurship: the combined effects of nurture and nature

Why do people get involved in the creation of new ventures? Prior research suggests entrepreneurial behavior has multiple causes. Nurture explanations; often couched in terms of sociological theories like social learning have been popular. Aspects of nascent entrepreneurs' social contexts, notably their family business background, have been associated with new venture creation. But nature also appears to play a role. Other research has linked heritable biological factors, including testosterone, with the career choice to launch a new venture. This study presents theory and evidence linking the combination of both sociological and biological factors with new venture creation: a biosocial model of entrepreneurship. Empirical results indicate new venture creation is more likely among those individuals having a higher testosterone level in combination with a family business background. Copyright © 2007 John Wiley & Sons, Ltd.     

Perceived support in a dual organizational environment: Union participation in a university setting

There is extensive research on employee attitudes regarding employers and unions, but these studies have underemphasized social and affective forces. Most studies also examine attitudes toward either the union or the employer without considering how these attitudes might relate to one another. The present study of faculty (N = 306) at a large public research university demonstrated that perceptions of union support were positively related to union participation and perceptions of administration support were negatively related to union participation. Subjective norms and general union attitudes were related to perceptions of union support, and subjective norms were related to perceived organizational support. Taken together, an individual's participation in a union recognition effort depends not only on union instrumentality, but also upon social relationships with the union and administration. Copyright © 2009 John Wiley & Sons, Ltd.     

A comprehensive examination of U.S. laws enacted to reduce alcohol-related crashes among underage drivers

Introduction: To effectively address concerns associated with alcohol-related traffic laws, communities must apply comprehensive and well-coordinated interventions that account for as many factors as possible. The goal of the current research article is to examine and evaluate the simultaneous contribution of 20 underage drinking laws and 3 general driving safety laws, while accounting for demographic, economic, and environmental variables. Methods: Annual fatal crash data (1982 to 2010), policies, and demographic, economic, and environmental information were collected and applied to each of the 51 jurisdictions (50 states and the District of Columbia). A structural equation model was fit to estimate the relative contribution of the variables of interest to alcohol-related crashes. Results: As expected, economic factors (e.g., unemployment rate, cost of alcohol) and alcohol outlet density were found highly relevant to the amount of alcohol teens consume and therefore to teens' impaired driving. Policies such as those regulating the age of bartenders, sellers, or servers; social host civil liability laws; dram shop laws; internal possession of alcohol laws; and fake identification laws do not appear to have the same impact on teens' alcohol-related crash ratios as other types of policies such as those regulating alcohol consumption or alcohol outlet density. Conclusions: This effort illustrates the need for comprehensive models of teens' impaired driving. After simultaneously accounting for as many factors as possible, we found that in general (for most communities) further reductions in alcohol-related crashes among teens might be more rapidly achieved from efforts focused on reducing teens' drinking rather than on reducing teens' driving. Future efforts should be made to develop models that represent specific communities. Practical applications: Based on this and community-specific models, simulation programs can be developed to help communities understand and visualize the impact of various policy alternatives.     

Understanding trust development in negotiations: An interdependent approach

What affects the way that trust develops in negotiations? In two studies, we used an actor–partner interdependence model to investigate how both negotiators' trust propensity prior to the negotiation and two types of behavior during the negotiation affect negotiators' trust development. Study 1 demonstrated that both focal negotiators' (actors') and their counterparts' (partners') trust propensity were positively associated with negotiators' trust development. Study 2 showed that actors' and partners' trust propensity had an indirect effect on trust development via both actors' and partners' negotiation behaviors. Negotiators' trust propensity positively affected their use of Q&A (questions and answers about interests) and negatively affected their use of S&O (substantiation about positions and single‐issue offers). Actors and partners' negotiation behaviors in turn affected their own and their partners' trust development. Our studies propose and test a model to understand how negotiators' trust propensity and negotiation behaviors affect the development of trust in negotiation. Copyright © 2016 John Wiley & Sons, Ltd.     

Financial inadequacy and the disadvantageous changes in time perspective and goal-striving strategies throughout life

As inequality in wealth and income continues to grow, it is important to consider the implications of financial disparities for worker motivation and behavior. While workers with socioeconomic disadvantages have a decreased chance of career success and upward social mobility, the potential mechanisms linking financial status to work motivation outcomes are not fully known. Drawing on theory on resource scarcity, we address this issue and propose that financial inadequacy shapes the extent to which workers consider and plan for the future, with consequences for goal-striving strategies throughout adulthood. Latent change analyses of data from a heterogeneous sample of 4,446 working adults largely supported the hypotheses. Results showed that a high level of financial inadequacy predicted increases in short-term time horizon and decreases in future-oriented planning, which then predicted disadvantageous changes in goal-striving strategies over an 18-year period. Short-term time horizon also predicted subsequent increases in financial inadequacy. By highlighting the motivational challenges associated with inadequate finances that accompany low-wage employment, our study offers evidence for the motivational mechanisms that may reinforce economic inequality and social mobility in the workforce.     

驾驶行为模型的研究进展

驾驶员行为模型的研究对于预测和干预驾驶员的风险行为、设计相关的道路安全设施与车内设备,以及制定交通法律法规等具有重要的意义。为了解和掌握学术界关于驾驶行为模型的研究进展,搜集、筛选和归纳了1960—2010年被SCI数据库索引的相关文章,将驾驶行为模型分类为描述性模型、信息处理模型、动机模型、计划行为理论(TPB)和躯体标识假设,并对每种模型进行评述和总结,理清这些模型间的内在联系。研究发现,现有各模型只是从某个角度研究驾驶员行为的部分特征,而不能解释驾驶员的全部行为。今后应不断完善和整合各类模型,并借鉴心理学、生理学和行为科学等相关领域的理论、知识,使驾驶行为模型变得更为实用、有效。     

Supervisor expediency to employee expediency: The moderating role of leader–member exchange and the mediating role of employee unethical tolerance

We utilize social learning theory to test the role‐modeling effect of supervisor expediency (i.e., a supervisor's use of unethical practices to expedite work for self‐serving purposes). In particular, we examine the relationship between supervisor expediency and employee expediency, as moderated by leader–member exchange (LMX) and mediated by employee unethical tolerance. We predict that employees are more likely to model their supervisors' expedient behaviors when their relationship is characterized by high‐LMX (a high‐quality exchange relationship that is rich in socioemotional support). Furthermore, we argue that supervisor expediency, especially when LMX is high, influences employees' attitudes of unethical tolerance, which then affects employees' expedient behaviors. Across 2 multisource field studies and a third time‐lagged field study, we found general support for our theoretical predictions. Theoretical and practical implications are discussed.     

Union loyalty among white-collar workers in Japan

Previous research on Japanese union members has documented occupational differences in employees' attitudes toward union organizations (Japan Productivity Center, 1990; Morishima, 1993). Yet, little has been done to examine why these differences occur. This study examines, using a data set obtained in 1987 from about 4000 employees, the correlates of union loyalty across white-collar and blue-collar occupations, and among white-collar occupations. A model is developed from previous research on employees' attitudes toward union organizations and on Japanese industrial relations. The results obtained by OLS analyses of union loyalty correlates—members' judgements of union contributions to improvements in employment outcomes and of employers' human resource policies—indicate that Japanese unions have benefited mainly blue-collar workers and traditional white-collar workers, such as those in administrative positions, relative to those in technical positions.     

A meta-analytic test of the differential pathways linking ethical leadership to normative conduct

We test how ethical leadership influences normatively (in)appropriate work behavior through distinct mediating pathways, including one's exchange relationship with the leader, ethical culture, and identification with the organization. Our study also controls for transformational leadership as a predictor and trust in leader as a nonhypothesized alternative mechanism. We test our hypotheses using meta-analytic structural equation modeling based on our meta-analysis of 301 independent samples (N = 103,354) and relevant meta-analytic correlations reported in previous research. Supporting our prediction, we found that leader–member exchange, which represents social exchange theory, was the most potent mechanism that accounts for the positive relationship between ethical leadership and task performance. In contrast, ethical culture, which assesses a social learning mechanism, is the strongest predictor of counterproductive behavior. In addition, all three hypothesized mediators each contribute to understanding the positive relationship between ethical leadership and organizational citizenship behavior, although the indirect effect via organizational identification was the weakest. The findings hold after controlling for job satisfaction as another mediator parallel to the theoretical ones. Our results contribute to a precise theory about ethical leadership by differentiating the processes through which it affects employee behavior.     

Antecedents of organizational commitment across occupational groups: A meta-analysis

This meta-analysis examines whether the relationships between organizational commitment (OC) and its antecedents differ across occupational groups. Two models representing different antecedents are proposed: the member model, presented by the personal variables, and the organization model, presented by role related, structural and work experiences variables. The study is based on 98 samples with correlational data for the relationships between OC and its antecedents. The total sample was divided into two main occupational groups: white collar employees, subdivided into professionals and nonprofessionals, and blue collar employees. The findings reveal that in general the relationship between OC and personal antecedents, representing the member model, is stronger for blue collar and nonprofessional white collar employees than for professional employees. For the role-related, structural, and work experiences antecedents, representing the organization model, differences among the occupational groups were found to be less consistent. In general, the findings demonstrate that the member and the organization model operate differently for varying occupational groups. The findings are discussed in terms of the need for elaboration of the existing explanations for the development of OC.