The missing link? Implications of internal,external, and relational attribution combinations for leader–member exchange,relationship work,self‐work,and conflict

Attributions are causal explanations made by individuals in response to important, novel, and/or unexpected events. Numerous attribution theories have examined how people use information to make attributions and how attributions impact an individual's subsequent emotions and outcomes. However, this research has only recently considered the implications of dyadic‐level attributions (i.e., relational attributions), particularly in the context of leader–follower relationships in organizations. Therefore, the purpose of this theoretical paper is threefold. First, we integrate research on attributional biases into the research on relational attributions. Second, we integrate and extend attribution theory to consider the implications of convergent and divergent internal, external‐person, external‐situational, and relational attributions for leader–member exchange (LMX) quality, relationship work, self‐work, and conflict. Third, we make the implicit ranking of attribution combinations and the resultant levels of relationship work explicit. In doing so, we contribute to attribution theory and research by proposing how attribution combinations produce positive and negative outcomes that are both intrapersonal and interpersonal. Further, we contribute to the LMX literature by explicating how leader–follower attribution combinations influence relationship quality.     

Why did I say sorry? Apology motives and transgressor perceptions of reconciliation

Despite the importance of apology in reconciling interpersonal transgressions, little research has focused on the people engaging in the behavior. Why do transgressors apologize in the workplace, and do apology motives shape transgressor perceptions of reconciliation? We conducted three field studies using qualitative and quantitative methodologies to examine these questions. In Studies 1 and 2 (total N = 781), we identified four distinct apology motives—self‐blame, relational value, personal expedience, and fear of sanctions—and developed self‐report scales to measure the motives. In Study 3 (N = 420), we examined relations between apology motives and transgressor perceptions of victim forgiveness and relationship reconciliation through the lens of motivated cognition. We found that apologizing due to self‐blame, relational value, and personal expedience increases perceptions of victim forgiveness, whereas apologizing due to fear of sanctions decreases perceived forgiveness. Moreover, mediation analyses revealed that motives indirectly influence transgressor perceptions of relationship reconciliation through perceived forgiveness. Taken together, our research presents a novel multidimensional perspective on apology‐giving in the workplace, suggesting that why transgressors apologize can affect their perceptions of reconciliation. Overall, our research highlights the need to incorporate transgressor cognitive and motivational processes into reconciliation research.     

The spillover effects of coworker,supervisor, and outsider workplace incivility on work‐to‐family conflict: A weekly diary design

This study used an experience sampling design to examine the spillover effects of experienced workplace incivility from organizational insiders (coworkers and supervisors, respectively) and organizational outsiders (patients and their visitors) on targets' work‐to‐family conflict and to test the mediating effect of burnout and the moderating effect of display rules. Data collected over five consecutive weeks from 84 full‐time nurses showed that within individuals, weekly experiences of coworker incivility and outsider incivility were positively related to weekly experience of work‐to‐family conflict, and burnout mediated these relationships while controlling for initial level of burnout before participants started a week's work. In addition, display rules, defined as the extent to which individuals perceive they are expected to display desired positive emotions and suppress negative emotions at work, moderated the relationship between outsider incivility and burnout; specifically, the positive relationship between weekly outsider incivility and burnout was stronger for individuals who perceived a higher level of display rules. Our findings contribute to the literature by demonstrating the mediating effect of burnout and the moderating effect of perceived display rules in the relationship between workplace incivility from multiple sources and work‐to‐family conflict from a resource perspective.     

基于TOPAZ的无人机冲突解脱安全评估技术

针对当前无人机空域运行安全评估体系缺乏的现状,利用TOPAZ构建了一种用于无人机飞行冲突解脱技术的安全评估体系。构造了无人机的空域运行环境,加入单机45°交叉相遇、90°交叉相遇和双机同时交叉相遇的冲突场景。选取一种典型的无人机冲突解脱算法作为安全评估对象,依据TOPAZ的评估流程展开了系统的评估,得出冲突解脱算法的安全水平。对冲突解脱算法提出了改进方案,加入了动态的启发式因子,有效提高了冲突解脱技术的安全性能。通过基于TOPAZ的迭代评估过程进一步找出了无人机冲突解脱算法的安全瓶颈所在,证实了当前各类冲突解脱技术还无法满足有人机与无人机共域飞行的安全需要。     

Polish adaptation of three self-report measures of job stressors: the Interpersonal Conflict at Work Scale,the Quantitative Workload Inventory and the Organizational Constraints Scale

Aim. The objective of the present study was to test the psychometric properties, reliability and validity of three job stressor measures, namely, the Interpersonal Conflict at Work Scale, the Organizational Constraints Scale and the Quantitative Workload Inventory. Method. The study was conducted on two samples (N?=?382 and 3368) representing a wide range of occupations. The estimation of internal consistency with Cronbach's α and the test–retest method as well as both exploratory and confirmatory factor analyses were the main statistical methods. Results. The internal consistency of the scales proved satisfactory, ranging from 0.80 to 0.90 for Cronbach's α test and from 0.72 to 0.86 for the test–retest method. The one-dimensional structure of the three measurements was confirmed. The three scales have acceptable fit to the data. The one-factor structures and other psychometric properties of the Polish version of the scales seem to be similar to those found in the US version of the scales. It was also proved that the three job stressors are positively related to all the job strain measures. Conclusions. The Polish versions of the three analysed scales can be used to measure the job stressors in Polish conditions.     

邻避冲突视角下环境群体性事件的发生过程及处理研究

共享发展理念要求全民共享改革发展成果,但当某些利于社会整体发展的项目设施建设将可能损害周边小部分群众个人利益时,政府管理部门如何合理协调处理好整体利益与个人利益的关系显得尤为重要,如果能提前做好相关调查应急预防工作,环境群体性事件的发生是完全可以避免的。本文从邻避冲突视角从微观上分析了环境群体性事件的发生过程、特点和内在机理,论述了邻避冲突引发的环境群体性事件的处理机制和政策措施。结果表明,舆情酝酿是引发环境群体性事件的关键,而解决舆情酝酿的关键则是参与人群边界的确定和恰当的信息公开。因此,建立有效的环境信息公开机制,对解决邻避冲突式的环境群体性事件具有重要的战略意义。同时,围绕邻避类项目的事前评价,提前做好损失预补方案和舆论疏导工作,有助于降低环境群体性事件发生的概率。具体说来主要可以通过建立环境类信息公开机制来了解民众的诉求,确保沟通渠道畅通;在信息公开的基础上,积极拓展并完善舆情监测与舆论引导机制,避免舆论因缺乏引导而持续发酵,引导舆论走向正面;建立环境类项目损害评估机制,本着公平、公正、公开、平等、自愿的原则进行不偏不倚的客观评估,制定科学合理的补偿方案;建立包括直接经济补偿和社会公益补偿等形式多样的环境类损失补偿机制;最后还要建立环境类事件过程监控机制,实行全过程、全方位管控,确保政府管理部门始终处于事件主导地位。在信息化不断发展、公民民主意识不断提升的背景下,努力提升政府治理能力显得尤为重要。在面对可能发生的矛盾焦点突出的环境群体性事件时,政府应当科学分析其产生发展的原因脉络,针对性地提出有效的解决方案。     

On the relationship between intragroup conflict and social capital in teams: A longitudinal investigation in Taiwan

In response to the prevalent deployment of teams in organizations, there is a need to jointly consider conflict and social capital within the teams to offer novel ways to understand group process. This study proposes that the association between intragroup conflict and group social capital may be dynamic and reciprocal. Specifically, this study investigates longitudinally how intragroup conflict influences group social capital within cross‐functional teams and recognizes whether the teams with high group social capital can further produce intragroup conflict. The two‐year longitudinal study sampled 527 individuals in 90 teams across two time periods. This study finds that when teams are formed (Time 1), task conflict relates positively to structural social capital, and relationship conflict relates negatively to cognitive social capital. There is an inverted U‐type relationship between task conflict at Time 1 and social capital at Time 2. Established teams (Time 2) with higher levels of social capital experience higher levels of task conflict and lower levels of relationship conflict than teams with lower levels of social capital. Copyright © 2016 John Wiley & Sons, Ltd.     

Moral dimensions of human–wildlife conflict

Despite increasing support for conservation globally, controversy over specific conservation policies persists among diverse stakeholders. Investigating the links between morals in relation to conservation can help increase understanding about why humans support or oppose policy, especially related to human–wildlife conflict or human conflict over wildlife. Yet the moral dimension of human–wildlife conflict has mostly gone unconsidered and unmeasured; thus, policy and programmatic efforts to reduce controversy may be missing a key part of the equation. We conducted a web‐based survey (n = 1239 respondents) in Michigan (U.S.A.) to investigate cognitive and emotional influences on the value–behavior relationship. Respondents were identified by their interest and involvement in Michigan wolf management. The survey consisted of questions about values, emotions, cognitions, and behaviors relative to wolves in Michigan. We used path analysis to explore whether emotions and cognitions mediated the relationship between value and behavior. Most respondents attributed intrinsic value to wolves (n = 734) and all life (n = 773) and engaged in behaviors that benefited wolf populations and ecosystems regardless of stakeholder group (e.g., environmentalist, farmer). Attributing intrinsic value to wolves was positively related to favorable emotions toward wolves and cognitive assessments that hunting and trapping of wolves is unacceptable. Despite similarities in attribution of intrinsic value, groups differed in emotions and cognitions about wolf hunting. These differences provide a useful way to predict stakeholder behavior. Our findings may inform interventions aimed at increasing support for wolf management policies and positive interactions among stakeholders and wildlife. Leveraging agreement over intrinsic value may foster cooperation among stakeholders and garner support for controversial conservation policy.     

Socio-environmental conflict in the construction of a power plant in Spain's Basque Country: strategies,expertise and certifications

Social and anthropological studies show a growing number of conflicts surrounding energy projects, as governments and companies insist on their implementation despite the concerns of local actors about their perceived socio-environmental risks. In this context, the purpose of this paper is to analyse the politicisation of expertise and certifications in a conflict over the construction of a combined cycle power plant by linking strategic assumptions from two particular sociological approaches. The first approach is based on the study of frame alignment in social movement organisations and the second on the translating interests in actor–network theory. These linked premises are examined in the conflict arising from the construction of a combined cycle natural gas plant in Boroa, in the Basque Country of Spain. This case study brings to light interesting findings on the strategies of the different agencies, certifications, politicisation of expertise and the increasing hostility in local conflicts.     

Meta‐Analysis of Attitudes toward Damage‐Causing Mammalian Wildlife

Many populations of threatened mammals persist outside formally protected areas, and their survival depends on the willingness of communities to coexist with them. An understanding of the attitudes, and specifically the tolerance, of individuals and communities and the factors that determine these is therefore fundamental to designing strategies to alleviate human‐wildlife conflict. We conducted a meta‐analysis to identify factors that affected attitudes toward 4 groups of terrestrial mammals. Elephants (65%) elicited the most positive attitudes, followed by primates (55%), ungulates (53%), and carnivores (44%). Urban residents presented the most positive attitudes (80%), followed by commercial farmers (51%) and communal farmers (26%). A tolerance to damage index showed that human tolerance of ungulates and primates was proportional to the probability of experiencing damage while elephants elicited tolerance levels higher than anticipated and carnivores elicited tolerance levels lower than anticipated. Contrary to conventional wisdom, experiencing damage was not always the dominant factor determining attitudes. Communal farmers had a lower probability of being positive toward carnivores irrespective of probability of experiencing damage, while commercial farmers and urban residents were more likely to be positive toward carnivores irrespective of damage. Urban residents were more likely to be positive toward ungulates, elephants, and primates when probability of damage was low, but not when it was high. Commercial and communal farmers had a higher probability of being positive toward ungulates, primates, and elephants irrespective of probability of experiencing damage. Taxonomic bias may therefore be important. Identifying the distinct factors explaining these attitudes and the specific contexts in which they operate, inclusive of the species causing damage, will be essential for prioritizing conservation investments. Meta‐Análisis de las Posturas hacia la Mamíferos Silvestres Causantes de Daños