Interaction Effect of Negative Career Feedback and Entity Belief for Ability/Interest on Career Goal Disengagement

2021 ◽  
Vol 35 (3) ◽  
pp. 489-505
Author(s):  
Yoonkyung Chung
Keyword(s):  
Interaction Effect ◽  
Career Goal ◽  
Goal Disengagement ◽  
Entity Belief

When Apologies for Injustice Matter

2008 ◽  
Vol 13 (4) ◽  
pp. 239-247 ◽  
Author(s):  
David De Cremer ◽  
Barbara C. Schouten
Keyword(s):  
Laboratory Study ◽  
Interaction Effect ◽  
Interactive Effect ◽  
Cross Sectional ◽  
Fairness Perceptions ◽  
Organizational Survey ◽  
Experimental Laboratory

The present research examined the idea that the effectiveness of apologies on promoting fairness perceptions depends on how meaningful and sincere the apology is experienced. More precisely, it was predicted that apologies are more effective when they are communicated by an authority being respectful to others. A study using a cross-sectional organizational survey showed that an apology (relative to giving no apology) revealed higher fairness perceptions, but only so when the authority was respectful rather than disrespectful. In a subsequent experimental laboratory study the same interaction effect (as in Study 1) on fairness perceptions was found. In addition, a similar interaction effect also emerged on participants’ self-evaluations in terms of relational appreciation (i.e., feeling valued and likeable). Finally, these self-evaluations accounted (at least partly) for the interactive effect on fairness perceptions.

When Does Voice Have to be More Than Only Listening? Procedural Justice Effects as a Function of Confident Leadership

2010 ◽  
Vol 9 (2) ◽  
pp. 69-78 ◽  
Author(s):  
David De Cremer ◽  
Maarten Wubben
Keyword(s):  
Procedural Justice ◽  
Interaction Effect ◽  
Laboratory Experiments ◽  
Negative Emotions

The present research examined how voice procedures and leader confidence affect participants’ negative emotions and willingness to withdraw. It was predicted that receiving voice would be valued out of instrumental concerns, but only when the enacting leader was high in confidence. Two laboratory experiments indeed showed an interaction between type of voice (pre-decisional vs. post-decisional) and leader’s confidence (low vs. high) on participants’ negative emotions and willingness to withdraw. In particular, post-decision voice only led to more negative responses than did pre-decision voice when the enacting leader was high in confidence. Negative emotions mediated this interaction effect of type of voice on willingness to withdraw. Implications for integrating the leadership and procedural justice literatures are discussed.

Sign in / Sign up

Export Citation Format

Share Document