Causal Attributions and Affective Reactions to Discontinuing Outcomes in Motor Performance

1989 ◽  
Vol 11 (2) ◽  
pp. 187-200 ◽  
Author(s):  
Edward McAuley ◽  
Terry E. Duncan
Keyword(s):  
Causal Attributions ◽  
Motor Task ◽  
Three Dimensions ◽  
Affective Reactions ◽  
Negative Affects ◽  
Achievement Outcomes ◽  
Actual Outcome ◽  
Attribution Process ◽  
The Relationship

Research suggests that attributional search is a consequence of disconfirming outcomes and that causal dimensions influence affective reactions to achievement outcomes. The present study manipulated future expectancies for performance and actual outcome in a competitive motor task. Following competitive outcome, causal attributions for and affective reactions to the outcome were assessed. Discriminant analysis indicated that winners experienced significantly more positive affect than did losers, who reported more intense negative affects. Regression analyses examined the relationship between causal dimensions and affective reactions. The locus of causality and stability dimensions significantly influenced a number of negative affects in losers, whereas all three dimensions in combination significantly influenced confidence in winners. The findings are discussed in relation to previous attribution-affect research in achievement settings and the role of disconfirm-ing experiences in the attribution process.

scholarly journals Psychological contract breach and voluntary turnover among newcomers: the role of supervisor trustworthiness and negative affectivity

2021 ◽  
pp. 1-21
Author(s):  
Émilie Lapointe ◽  
Christian Vandenberghe
Keyword(s):  
Psychological Contract ◽  
Negative Affectivity ◽  
Voluntary Turnover ◽  
Three Dimensions ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Indirect Relationship ◽  
Relationship Of ◽  
The Relationship

Abstract This article looks at the relationship between psychological contract breach and voluntary turnover among newcomers, using supervisor trustworthiness as a mediator and negative affectivity as a moderator. Relying on data from 243 newcomers, psychological contract breach was found to be negatively related to the three dimensions of supervisor trustworthiness, i.e., ability, benevolence, and integrity. Supervisor integrity further mediated a positive relationship between psychological contract breach and voluntary turnover measured 8 months later. Psychological contract breach interacted with negative affectivity such that it was less negatively related to dimensions of supervisor trustworthiness at high levels of negative affectivity. The indirect relationship of psychological contract breach to voluntary turnover as mediated by supervisor integrity was also weaker at high levels of negative affectivity. We discuss the implications of these findings for research and practice.

Agentic work behaviour and thriving at work: role of decision making authority

2018 ◽  
Vol 25 (8) ◽  
pp. 3225-3237 ◽  
Author(s):  
Surendra Kumar Sia ◽  
Pravakar Duari
Keyword(s):  
Decision Making ◽  
Three Dimensions ◽  
Positive Contribution ◽  
Manufacturing Companies ◽  
Content Type ◽  
Independent Contribution ◽  
The Relationship ◽  
Task Focus ◽  
Thriving At Work

PurposeThe purpose of this paper is to examine the contribution of agentic work behaviour and decision-making authority (DMA) to thriving at work and, more importantly, the moderating role of DMA in the relationship between agentic behaviour and thriving.Design/methodology/approachThe study has been carried out upon a random sample of 330 employees below supervisory level from manufacturing companies located at Odisha (a state located at the eastern part of India). After verifying the significance of correlation among the study variables through Pearson’s product moment correlation, moderated regression analyses were carried out to examine the independent contribution of agentic work behaviour and DMA to thriving as well as the moderating contribution of DMA towards thriving.FindingsResults reveal that the three dimensions of agentic work behaviour, namely, task focus, exploration and heedful relation, have a direct positive contribution towards thriving at workplace. As far as the moderation is concerned, it is observed that the thriving level is higher for the employees having high DMA irrespective of the level of agentic work behaviour at each dimension.Research limitations/implicationsThe findings imply for designing interventions to enhance task focus, super-ordinate relationship and interest for learning. In addition, the organisations should provide autonomy to employees for decision making.Originality/valueThe study is first of its kind in the Indian context upon employee thriving. In this study, the authors have not only investigated the separate independent contribution of agentic behaviour and DMA, but also their interacting contribution to employee thriving.

scholarly journals Barriers and Facilitators of Access to Psychological Services for Indigenous Populations: A Scoping Review and Thematic Analysis

2021 ◽  
Vol 12 ◽  
Author(s):  
Anna Plessas ◽  
Moana W. Billot ◽  
Armon Tamatea ◽  
Oleg N. Medvedev ◽  
Jessica McCormack ◽  
...  
Keyword(s):  
Thematic Analysis ◽  
Scoping Review ◽  
Methodological Approach ◽  
Final Analysis ◽  
Psychological Services ◽  
Barriers And Facilitators ◽  
Three Dimensions ◽  
Indigenous Populations ◽  
The Relationship

Background: The extent to which behavior-analytic interventions are offered to Indigenous populations across CANZUS in accessible and culturally appropriate ways is unknown. We conducted a scoping review with a thematic analysis of the extant literature to find: (1) what are the barriers and facilitators for providing effective and equitable delivery of psychological services (with a behavioral component) to Indigenous populations; and (2) what tools and practices exist for an effective and equitable service delivery.Methods: We systematically reviewed Medline, CINAHL, PubMed, PsycInfo, Web of science, Ovid and INNZ databases between 1990 and 2020. For the scoping review, we adhered to the JBI methodological approach (2015) and the PRISMA strategy for the identification, selection, and appraisal of the reviewed articles. A total of 1265 unique articles met the criteria for the screening by title; 238 by abstract; 57 were included for full text assessment; and 37 were included in the final analysis.Results: Three themes were revealed to account for the barriers and facilitators of culturally friendly practices: (1) connecting practices are about interactions shaping the relationship between service provider and service client; (2) innovative practices test new approaches and innovations that could facilitate access to psychological services and overcome barriers, and (3) reflective practices are about critically examining the processes and actions undertaken toward effective cultural adaptation of services.Conclusions: Our analysis suggests that the level of success in bringing together services and the recipients of treatment (connection), showing flexibility and persistence in finding solutions (innovation) and examining the role of our behaviors in reaching our goals (reflection) is determined by the providers' action in the aforementioned three dimensions of practice.

To quit or not to quit

2018 ◽  
Vol 47 (5) ◽  
pp. 1062-1076 ◽  
Author(s):  
Sheng-Wuu Joe ◽  
Wei-Ting Hung ◽  
Chou-Kang Chiu ◽  
Chieh-Peng Lin ◽  
Ya-Chu Hsu
Keyword(s):  
Social Identity Theory ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Ethical Climate ◽  
Three Dimensions ◽  
High Tech ◽  
Questionnaire Response ◽  
Content Type ◽  
The Relationship

Purpose To deepen our understanding about the development of turnover intention, the purpose of this paper is to develop a model that explains how ethical climate influences turnover intention based on the ethical climate theory and social identity theory. Design/methodology/approach The hypotheses of this study were statistically tested using a survey of working professionals from Taiwan’s high-tech industry. Of the 400 questionnaires distributed to the working professionals from five large high-tech firms in a well-known science park in Northern Taiwan, 352 usable questionnaires were returned for a questionnaire response rate of 88 percent. Findings The test results of this study first show that all three dimensions of ethical climate (i.e. instrumental, benevolent, and principled) are indirectly related to turnover intention via the mediation of firm attractiveness. Moreover, instrumental and benevolent climate directly relate to turnover intention, whereas benevolent climate negatively moderates the relationship between principled climate and firm attractiveness. Originality/value This study finds that benevolent climate plays a dual role as an antecedent and a moderator in the formation of turnover intention, complementing prior studies that merely concentrate on the single role of benevolent climate as either an antecedent or a moderator. The effect of principled climate on organizational identification complements the theoretical discussion by Victor and Cullen (1987) about deontology in which an ethical workplace climate (such as legitimacy) drives employees to invest in identity attachments to the organization and influences their future career decision (e.g. turnover).

The effects of social capital on knowledge heterogeneity

2019 ◽  
Vol 57 (5) ◽  
pp. 1237-1253 ◽  
Author(s):  
Fu-Sheng Tsai ◽  
I-Chieh Hsu
Keyword(s):  
Social Capital ◽  
New Product Development ◽  
New Product ◽  
Shared Vision ◽  
Three Dimensions ◽  
Content Type ◽  
Negative Impacts ◽  
The Relationship ◽  
Epistemological Dimension

Purpose The purpose of this paper is to examine the influences of social capital on knowledge heterogeneity in order to advance the understanding of the effects and to reconcile existing inconsistent findings. Design/methodology/approach Survey data collected from 105 new product development (NPD) projects were analyzed with regression-based methods. Findings The results indicated that trust, centralization and shared vision as the three social capital dimensions generally have negative impacts on the domain and presentation dimensions of knowledge heterogeneity. However, the three dimensions of social capital do not exhibit consistent influences on the tacitness heterogeneity (i.e. an epistemological dimension of knowledge heterogeneity). Research limitations/implications More research is needed to explore the role of social capital dimensions in developing a range of knowledge attributes of NPD teams, among which knowledge heterogeneity is one. The various dimensions of knowledge an NPD team possesses should have performance implications and deserve future investigation. Originality/value The study is one of the first documented attempts to demonstrate contingencies in the relationship between social capital and knowledge heterogeneity. The effect of social capital on knowledge heterogeneity should be understood at the level of dimensions of the two respective constructs.

The Influence of Charismatic Leadership Communication Towards the Credibility of Public Organisation in Malaysia

2021 ◽  
Vol 37 (4) ◽  
pp. 405-426
Author(s):  
Jamilah Jamal ◽  
◽  
Hassan Abu Bakar ◽  
Keyword(s):  
Pearson Correlation ◽  
Charismatic Leadership ◽  
Three Dimensions ◽  
Leadership Communication ◽  
The Public ◽  
Public Organisation ◽  
Task Oriented ◽  
The Relationship ◽  
Source Of Information

The credibility of public organisation as the source of information often receives negative intuition and misinterpretation from the public at large. Since credibility of public organisation is very much related to public trust, scholars have focused on antecedents of organisational credibility such as leadership constructs to restore trust and confidence among the public. Yet not much research has investigated the role of charismatic leadership communication in building and establishing organisational credibility of the public organisation. The aim of this study is to examine the relationship between charismatic leadership communication and the influence of its three dimensions (task oriented, enthusiasm and empathy) with organisational credibility of public organisation in Malaysia. This study employed a quantitative approach to measure participants' perception on their organisational leadership communication and credibility. A total of 368 public organisation employees which were selected through stratified random sampling participated in the survey. The hypothesis of this study was tested using Pearson correlation to examine the relationship between the constructs, whereas multiple regression was used to examine the variance of each dimension of charismatic leadership communication on organisational credibility. The finding reveals that there is a significant relationship between charismatic leadership communication and public organisation credibility, while task-oriented communication appears to be the most significant dimension influencing the credibility of Malaysia public organisation. The implication of the study suggested that public organisational credibility is influenced by the way the information was delivered by the organisation through its charismatic leaders. Theoretical and practical contributions were advanced in this study. Keywords: Charismatic leadership communication, empathy, enthusiasm, task-related communication, organizational credibility.

Governance in IT Outsourcing Partnerships

2011 ◽  
pp. 310-342 ◽  
Author(s):  
Erik Beulen
Keyword(s):  
Information Management ◽  
Three Dimensions ◽  
It Outsourcing ◽  
Contract Management ◽  
Expert Interviews ◽  
It Strategy ◽  
Account Management ◽  
The Relationship ◽  
Substantial Effort

An IT outsourcing partnership consists of an outsourcing relationship and one or more external IT suppliers and the relationship between them. Alignment of mutually set goals of the IT outsourcing relationship is a prerequisite to achieve governance. In order to achieve governance the management of IT outsourcing partnerships is also essential. Managing an IT outsourcing relationship requires substantial effort from both the outsourcing organisation and the IT supplier. This chapter is based on 11 international IT outsourcing partnerships, five expert interviews and on literature. Three dimensions are described in a descriptive IT outsourcing partnership governance framework: outsourcing organization, the maintenance of the relationship, and the IT supplier. Eleven governance factors are detailed in the framework. These governance factors include guidelines for the implementation of the IT strategy and the information management. Furthermore, this chapter focuses on the IT outsourcing contract. The role of the contract management and account management of the IT suppliers and the implementation of global service delivery processes is also detailed in this chapter.

The moderating role of organizational environments on the relationship between inventory leanness and venture survival in Chinese manufacturing

2019 ◽  
Vol 31 (2) ◽  
pp. 413-440 ◽  
Author(s):  
Xinyu Wang ◽  
Yu Lin ◽  
Yingjie Shi
Keyword(s):  
Failure Time ◽  
Three Dimensions ◽  
Accelerated Failure Time Model ◽  
Environmental Complexity ◽  
Time Model ◽  
Content Type ◽  
Organizational Environments ◽  
The Relationship ◽  
Moderating Role

Purpose The purpose of this paper is to investigate the relationship between inventory leanness and venture survival, and demonstrate the role of organizational environments in moderating this relationship from three dimensions: environmental complexity, dynamism and munificence. Design/methodology/approach Using a large panel data of more than 150,000 new Chinese small- and medium-sized enterprises between 2000 and 2007 in the manufacturing sector, the authors employ the method of survival analysis via an accelerated failure time model to explore the non-linear relationship between inventory leanness and the likelihood of survival. Moreover, the moderation model is applied to examine the moderating role of organizational environments. Findings At its core, this paper demonstrates the inverted U-shaped relationship between inventory leanness and the likelihood of survival. Furthermore, the authors find that environmental complexity and dynamism can negatively moderate this relationship, whereas environmental munificence acts the exact opposite. Practical implications Managers need to realize the trade-off between inventory leanness and venture survival. Collectively, more than 90 percent of new Chinese ventures have great potential to improve the likelihood of survival by implementing inventory leanness management. In addition, firms ought to be fully aware of the internal management and the external environments. Originality/value This is the first study to confirm the inverted U-shaped relationship between inventory leanness and the likelihood of survival, and empirically verify the moderating role of environmental complexity, dynamism and munificence on this relationship.

THE EFFECTS OF SELF-ESTEEM AND EXPECTANCIES FOR SUCCESS ON AFFECTIVE REACTIONS TO ACHIEVEMENT

1992 ◽  
Vol 20 (4) ◽  
pp. 273-282 ◽  
Author(s):  
Robert M. Midkiff ◽  
Felicia A. Griffin
Keyword(s):  
Academic Performance ◽  
University Students ◽  
Causal Attributions ◽  
Self Esteem ◽  
Affective Reactions ◽  
Performance Outcome

Affective reactions to academic performance appear to be influenced by performance outcome, self-esteem, and causal attributions. We investigated whether expectancies for success and the confirmation or disconfirmation of epectancies also influenced students' affective reactions and causal attributions in achievement settings. Subjects were 132 university students. Causal attributions and affective reactions to an achievement-related situation were assessed and related to students' self-esteem, expectancies for success, and confirmation or disconfirmation of expectancies. Results indicated that causal attributions were related to confirmation or disconfirmation of expectancies for success and to self-esteem. Affective reactions were related to the interaction of self-esteem, expectancies for success, and confirmation or disconfirmation of expectancies. Further analysis suggested that students' affective reactions to performance may serve to maintain existing levels of self-esteem. The role of self-referent and other-referent emotions in self-esteem maintenance was also discussed.

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