scholarly journals The Relationship Between Difficulty in Emotion Regulation and Alexithymia With Hostile Attribution Bias and Anger in in Adolescent Boys With High Bullying: a Path Analysis

2022 ◽  
Author(s):  
majid yousei afrashteh ◽  
parinaz hanifeh
Keyword(s):  
Emotion Regulation ◽  
Path Analysis ◽  
Hostile Attribution Bias ◽  
Adolescent Boys ◽  
Hostile Attribution ◽  
Mediating Role ◽  
Attribution Bias ◽  
Bullying Interventions ◽  
The Relationship

Abstract IntroductionAdolescence is one of the critical stages and the period of evolution of human physical and mental development that occurs between childhood and youth. Successful completion of this course plays a role in mental health and personality. The aim of this study was to investigate the role of Difficulty in Emotion Regulation and Alexithymia with Hostile attribution bias and Anger in adolescent boys with bullying, which plays an important role in developmental outcomes in adolescents. Methods345 male students in Zanjan, iran participated in this study.To measure self-reporting tools, Gertz and Roemer(2004) Difficulty in emotion regulation Questionnaire, Toronto Alexithymia Questionnaire(TAS-20), McBril, Milich & Handley (2003 hostile attribution bias Questionnaire, and Eiseng and Glenn Wilson (2003) Aggression Questionnaire(2009) were evaluated. Path analysis method was used to analyze the causal model. The results show a good fit of the model with the experimental data. ResultsThe results also showed a direct and significant effect between anger and Difficulty in Emotion Regulation (β =0.19, p <0.05), Alexithymia (β = 0.17, p <0.05) and Hostile attribution bias in male adolescents (β =0.32, p<0.05) with high bullying. As well the mediating role of Hostile attribution bias in the relationship between Difficulties in emotion regulation with anger is significant (β = 0.32). Moreover the mediating role of Hostile attribution bias in the relationship between Alexithymia with anger is significant (β = 0.20). ConclusionThese results contribute to the theoretical knowledge of how Alexithymia and hostile attribution bias affect anger in adolescent populations. The findings supported the mediating role of hostile attribution bias in the relationship between Difficulty in Emotion Regulation and Alexithymia with anger in adolescents. All three predictor variables are trainable and can be used in anger reduction and bullying interventions in adolescents.

scholarly journals Examining the Relationship between Psychopathic Leadership, Work Phobic Anxiety and Employee Work Alienation: The Moderating Role of Hostile Attribution Bias

2021 ◽  
Vol 8 (1) ◽  
pp. 14-30
Author(s):  
Muhammad Ali Asghar Sandhu ◽  
Tasneem Fatima
Keyword(s):  
Reliability And Validity ◽  
Hostile Attribution Bias ◽  
Survey Method ◽  
Confirmatory Factor Analyses ◽  
Hostile Attribution ◽  
Phobic Anxiety ◽  
Work Alienation ◽  
Attribution Bias ◽  
The Relationship

The current study examines the direct relationship between psychopathic leadership and work alienation while incorporating the mediating role of work phobic anxiety. The study sustains that work phobic anxiety mediates the relationship between leader psychopathy and employee work alienation. In addition to this, as grounded in Affective Events Theory, the study further establishes that Hostile Attribution Bias (HAB) as employee-centric dispositional factor moderates the relationship of leader psychopathy an affect inducing event and work phobic anxiety, an employee's behavioral outcome a reaction concerning stimulus workplace. The study employs a quantitative time-lagged design with multisource data collected in three waves through the survey method. Results of the data analysis established all hypotheses of the research in the proposed directions. Confirmatory Factor Analyses were also performed to ensure, reliability and validity of the scales employed in the study; the mediation & moderation were analyzed using SPSS Process Macro, using the "Bootstrapping Method" (Hayes, 2017).

The effect of exploitative leadership on knowledge hiding: a conservation of resources perspective

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Limin Guo ◽  
Ken Cheng ◽  
Jinlian Luo
Keyword(s):  
Psychological Distress ◽  
Hostile Attribution Bias ◽  
Conservation Of Resources ◽  
Hostile Attribution ◽  
Content Type ◽  
Mediating Role ◽  
Attribution Bias ◽  
Knowledge Hiding ◽  
Moderating Role

PurposeDrawing on conservation of resources (COR) theory, this study aims to explore the influencing mechanism of exploitative leadership on knowledge hiding. Specifically, this study focuses on the mediating role of psychological distress and the moderating role of hostile attribution bias in affecting the mediation.Design/methodology/approachData were collected from 324 employees of a high-technology company in China by a three-wave questionnaire survey. Hierarchical regression analysis and bootstrapping approach were employed to test hypotheses.FindingsThis study found that exploitative leadership was positively related to knowledge hiding and that psychological distress mediated this relationship. Moreover, the results revealed that the positive relationship between exploitative leadership and psychological distress and the indirect effect of exploitative leadership on knowledge hiding via psychological distress were stronger when hostile attribution was high rather than low.Practical implicationsThe findings of this study offer guidance for managers to better undermine the negative effects of exploitative leadership.Originality/valueFirst, this study extends the literature on exploitative leadership by verifying the positive effect of exploitative leadership on knowledge hiding. Second, this study enriches one’s understanding of the “black box” underlying the link between exploitative leadership and its consequences by demonstrating the mediating role of psychological distress. Third, by verifying the moderating role of hostile attribution bias, this study provides insights into the boundary conditions of the impact of exploitative leadership.

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