Individual differences in reactions towards color in simulated healthcare environments: The role of stimulus screening ability

The notion that the physical healthcare environment can affect our mood and behavior is well established. Despite this, individual differences in sensitivity to environmental stimuli have not received much attention. With the current research showing the importance of individual differences in sensitivity towards color, these may explain the contradictory effects found in color research. Two experiments focused on differences in environmental sensitivity, measured with stimulus screening ability. In both experiments, participants were presented with a scenario describing hospitalization with appendicitis and were exposed to a photo of a hospital room. The experiments tested the effects of environmental coloring of the hospital room (green and orange, both contrasted with white as a control condition), and the moderating role of stimulus screening ability (high-screeners vs. low-screeners) on stress (study 1) and arousal (study 2), and cognitive appraisals of the room (study 2). Stress-reducing effects of green and arousal-inducing effects of orange were both more pronounced for people scoring low on stimulus screening ability than for those who are able to effectively screen out complexity in the environment (high-screeners).     

Multiple organizational identification levels and the impact of perceived external prestige and communication climate

Earlier studies have shown that perceived external prestige and communication climate influence organizational identification. In this paper we present the results of a study of the influence of communication climate and perceived external prestige on organizational identification at various organizational levels of a regional police organization. In total, 314 respondents filled out a questionnaire on communication climate, perceived external prestige and organizational identification. The results of this study show that communication climate has the strongest link with employee identification when it concerns the identification with the daily work group and a weaker one with the organization as a whole. It also appears that perceived external prestige has a stronger influence on the identification with the organization as a whole than on the identification at the more concrete organizational levels (such as department or work group). This research offers reasons to presuppose that organizational identification and communication climate are multiple constructs. If management wishes to influence organizational identification through a bottom‐up process, it is wise to pay particular attention to the communication climate in the work groups. Influencing organizational identification with the organization as a whole is better conducted through perceived external prestige. Copyright © 2006 John Wiley & Sons, Ltd.