Lacking status hinders prosocial behavior among the powerful

2018 ◽  
Vol 46 (9) ◽  
pp. 1547-1560 ◽  
Author(s):  
Yeri Cho ◽  
Nathanael J. Fast
Keyword(s):  
Low Power ◽  
Prosocial Behavior ◽  
High Power ◽  
Online Survey ◽  
Helping Behavior ◽  
Future Research ◽  
Full Time ◽  
The Usa ◽  
Interpersonal Helping ◽  
Power Hierarchy

We conducted 2 studies to examine if status has varying effects on prosocial behavior for those at different levels of the power hierarchy. In Study 1 (N = 78), adults employed full-time in the USA responded to an online survey and the results showed that self-perceived power and status interacted to predict prosocial behavior. That is, lacking status led high-power, but not low-power, individuals to engage less in prosocial behavior. In Study 2 (N = 142), we orthogonally manipulated status and power and measured prosocial behavior. Once again, lacking status led to less helping behavior among high-power, but not low-power, participants. These findings show how power and status interact to influence interpersonal helping behavior. Implications for future research on social hierarchy and prosocial behavior are discussed.

Enhancing employees’ knowledge sharing through diversity-oriented leadership and strategic internal communication during the COVID-19 outbreak

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Weiting Tao ◽  
Jo-Yun Queenie Li ◽  
Ruoyu Sun
Keyword(s):  
Knowledge Sharing ◽  
Crisis Communication ◽  
Online Survey ◽  
Internal Communication ◽  
Full Time ◽  
Content Type ◽  
Knowledge Sharing Behavior ◽  
Needs Satisfaction ◽  
The Usa ◽  
Sharing Behavior

Purpose This study aims to examine the effects of diversity-oriented leadership and strategic internal communication on employees’ knowledge-sharing behavior during a crisis situation, coronavirus (COVID-19) outbreak in particular. Integrating knowledge sharing research with internal crisis communication literature as well as self-determination theory, the mediating roles of employees’ intrinsic needs satisfaction are also identified. Design/methodology/approach An online survey was conducted with 490 full-time employees in the USA across industry sectors during the COVID-19 outbreak. Findings Results suggest that diversity-oriented leadership contributes to transparent internal communication during a crisis and increases employees’ satisfaction of autonomy, competence and relatedness needs. Transparent internal communication also increases employees’ intrinsic needs satisfaction, which in turn fosters their job engagement and knowledge-sharing behavior during the crisis. Originality/value This study is one of the earliest studies to demonstrate the effectiveness of diversity-oriented leadership and strategic internal crisis communication in enhancing employees’ knowledge-sharing behavior, especially in the context of COVID-19.

From Isolation to Connection: Empathy, Prosocial Behavior, and Posttraumatic Growth After Pregnancy Loss

2021 ◽  
pp. 105413732110634
Author(s):  
Agata Freedle ◽  
Emily Oliveira
Keyword(s):  
Social Media ◽  
Prosocial Behavior ◽  
Posttraumatic Growth ◽  
Pregnancy Loss ◽  
Online Survey ◽  
Positive Relationship ◽  
Future Research ◽  
Psychological Change ◽  
Context Factors ◽  
The Relationship

The purpose of this study was to explore the relationship between prosocial behaviors, empathy, and positive psychological change in women who have experienced pregnancy loss. Women who had experienced miscarriage or stillbirth ( n = 291) were recruited via social media and completed an online survey that assessed their engagement in in-person or online prosocial behavior, empathy, and posttraumatic growth (PTG). Loss context factors and demographics were also collected. The results indicated that women who engage in in-person prosocial behavior, such as volunteering, report higher levels of PTG compared to those who do not volunteer at all or only volunteer online. A weak positive relationship was found between PTG and empathy. Findings suggest that encouraging clients to engage in in-person volunteering may foster their experience of growth. Future research is needed to further explore the timing of the volunteering in relation to PTG as well as empathy and PTG.

Emotional Experiences in the Workplace: Biological Sex, Supervisor Nonverbal Behaviors, and Subordinate Susceptibility to Emotional Contagion

2020 ◽  
pp. 003329412094055
Author(s):  
Moyi Jia ◽  
Jiuqing Cheng
Keyword(s):  
Emotional Support ◽  
Online Survey ◽  
Emotional Experience ◽  
Emotional Contagion ◽  
Emotion Work ◽  
Future Research ◽  
Full Time ◽  
Nonverbal Behaviors ◽  
Biological Sex ◽  
Survey Results

This study aims to investigate the relationship among different types of supervisor nonverbal behaviors, subordinate susceptibility to emotional contagion, and subordinate emotional experience. It also examined the possible interaction effects of nonverbal behaviors, emotional contagion, and both supervisor and subordinate biological sex. N = 669 full-time employees participated in an online survey. Results suggest that supervisor eye contact, body posture and facial expression are associated with higher emotional support, whereas body and face would reduce subordinates’ engagement in emotion work. The interaction tests show that female supervisors’ use of gesture has a stronger effect on subordinate perception of emotional support and emotion work than male supervisors. Findings are discussed as related to theoretical and practical contributions, as well as suggestions for future research on nonverbal communication and workplace emotions.

Enhancing employee advocacy on social media: the value of internal relationship management approach

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Katie Haejung Kim
Keyword(s):  
Social Media ◽  
Online Survey ◽  
Relationship Management ◽  
Internal Communication ◽  
Integrative Model ◽  
Management Approach ◽  
Full Time ◽  
Theoretical Understanding ◽  
Content Type ◽  
The Usa

PurposeTo advance the theoretical understanding of employees' advocacy on social media, this study aims to propose and test an integrative model that incorporates individual and organizational antecedents. Drawing from the relationship management theory in public relations and online behavior literature, the model specifically examines the collective impacts of the social media-related behavioral motivations of individuals and the quality of employee–organization relationship (EOR) on their positive information-sharing intentions about their company on personal social media.Design/methodology/approachAn online survey was conducted with 419 full-time employees in the USA who use social media.FindingsThe results of an online survey with full-time employees in the USA showed that the EOR influenced by symmetrical internal communication significantly increases employees' advocacy intentions and social media-related motivations. Considerable and distinct effects of individuals' positive behavioral motivations on social media (i.e. self-enhancement, altruism, enjoyment) on advocacy intentions are also found.Originality/valueThis study is among the first attempts to test the value of strategic internal communication and relationship management approach in enhancing employee advocacy on the digital environment, social media and their motives of using such channel for benefiting their company.

Exploring the impacts of relationship on employees’ communicative behaviors during issue periods based on employee position

2017 ◽  
Vol 22 (4) ◽  
pp. 542-555 ◽  
Author(s):  
Yeunjae Lee
Keyword(s):  
Public Relations ◽  
Online Survey ◽  
Relationship Building ◽  
Employee Relations ◽  
Full Time ◽  
Exchange Relationship ◽  
Content Type ◽  
Communicative Behaviors ◽  
The Usa ◽  
High Level

Purpose The purpose of this paper is to examine different communicative behaviors employees engage in according to their position level and the impacts of relationship they perceive. By comparing the behaviors and perceptions of low-, middle-, and high-level employees, the study investigates when and why employees become active in communicative behaviors about an organizational issue. Design/methodology/approach A quantitative online survey was conducted with 412 full-time employees in medium- and large-sized corporations with more than 300 employees in the USA. Findings Results show that those who are the most likely to be active not only in expressing ideas (i.e. voice) to solve an issue but also in forwarding positive information about their organization (i.e. megaphoning) are high-level employees. The findings also reveal distinct impacts of two types of relationship – communal and exchange relationship – on behaviors of employees in different positions. Research limitations/implications The study extended the understanding of relational approach by exploring the consequences of two types of relationship in the context of employee relations, and filled the research gap on relationships and issue management studies in public relations from an internal perspective. Practical implications To encourage employees to engage actively in positive megaphoning and voice during issue periods and to minimize the threats by reducing employees’ negative megaphoning behavior, the study suggested different relationship-building strategies based on employees’ position levels. Originality/value The current work examined the distinct impacts of organization-employee relationships on employees’ internal and external communicative behaviors based on their position level within an organization, especially focusing on employees’ role as potential advocates or adversaries for an organization during periods of an organizational crisis.

scholarly journals Economic burden of migraine in Singapore

2020 ◽  
Vol 3 ◽  
pp. 251581632090824
Author(s):  
Jonathan Jia Yuan Ong ◽  
Devanshi Patnaik ◽  
Yee Cheun Chan ◽  
Oliver Simon ◽  
Eric A Finkelstein
Keyword(s):  
Economic Burden ◽  
Healthcare Costs ◽  
Online Survey ◽  
Work Productivity ◽  
Episodic Migraine ◽  
Future Research ◽  
Full Time ◽  
Cross Sectional ◽  
Lost Work ◽  
Per Capita

Objective: Despite the high prevalence and disabling nature of migraine, studies evaluating its economic burden in Singapore remain scant. This study aims to quantify the per capita and aggregate economic cost of episodic migraine (EM; ≤14 monthly headache days) without aura among full-time employees in Singapore. Methods: We administered a cross-sectional online survey to full-time employees in Singapore who met the International Classification of Headache Disorders (third edition, 2018) criteria for EM without aura. Eligible participants were classified by the frequency of monthly migraine days (MMDs): lower end episodic migraine (LEM; ≤3 MMDs) and upper end episodic migraine (UEM; 4–14 MMDs). The survey captured per capita healthcare resource utilization and lost work productivity (absenteeism and presenteeism) for each subgroup. Healthcare costs were obtained by multiplying unit costs by healthcare utilization. Finally, per capita (patient) costs of each subgroup were then imputed and multiplied by prevalence data to quantify the aggregate burden of migraine in Singapore. Results: Of the 606 participants who completed the survey, 81% experienced ≤3 MMDs. Total annual per capita costs were SGD4925 (USD 3620; 95% confidence interval (CI): SGD 4438–5411) and SGD14,476 (USD 10,639; 95% CI: SGD 11,908–17,045) for the LEM and UEM subgroup, respectively. Healthcare costs on average accounted for 17.6% of per capita costs, of which was driven primarily by diagnostic tests (33.6%), followed by consultations (17.1%), medications (16.7%), alternative medications (16.6%) and hospitalizations (14.8%). Lost productivity accounted for 82.4% of costs, chiefly attributable to absenteeism in the LEM group (38.2%), followed by presenteeism in the UEM group (26.0%), absenteeism in the UEM group (18.8%) and presenteeism in the LEM group (17.1%). The total cost to Singapore for EM in 2018 was approximately SGD 1 billion (USD 0.75 billion; SGD 1.00 = USD 0.74). Conclusion: Overall, EM imposes a substantial economic burden on society in Singapore. Total migraine cost per capita is greater in the UEM (4–14 MMDs) as compared to the LEM subgroup. Majority of the overall costs result from missed workdays and lost work productivity. Future research should determine the extent to which optimized migraine treatments could improve productivity, and by extension, mitigate the staggering costs of this disorder.

Understanding the impacts of issue types and employee–organization relationships on employees’ problem perceptions and communicative behaviors

2019 ◽  
Vol 24 (3) ◽  
pp. 553-568
Author(s):  
Yeunjae Lee ◽  
Katie Haejung Kim ◽  
Jeong-Nam Kim
Keyword(s):  
Public Relations ◽  
Online Survey ◽  
Internal Communication ◽  
Corporate Communication ◽  
Full Time ◽  
Content Type ◽  
Communicative Behaviors ◽  
The Usa ◽  
Communicative Actions ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of different types of corporate issues and employee–organization relationships (EORs) on employees’ perceptions of the issues and on their communicative actions. Specifically, this study investigates how employees who have experienced an internal or an external issue within their organizations differently perceive the organizational issue and engage in positive and/or negative communicative behaviors. Design/methodology/approach An online survey was conducted with 363 full-time employees in large-sized companies in the USA who have experienced any internal or external issues within the past six months. Findings Employees are more cognitively aware of and feel more involved and less constrained in solving an internal company issue than an external one. Experiencing internal issues has led employees to share negative information about their organization externally. The quality of EORs pre-issue significantly increases employees’ involvement and positive communication behavior and decreases constraint levels and negative communication behaviors regarding an issue. Practical implications Corporate communication and public relations practitioners should incorporate strategic internal communication strategies to preemptively manage internal issues and to avoid them from evolving into internal crises. Originality/value This study is among the first to distinguish internal and external issues perceived by internal stakeholders and to examine their impacts on employees’ issue-specific perceptions and communicative behaviors. This study also provides significant practical guidelines for corporate communication practitioners and leaders by explicating the strategic role of issue type and employee behaviors in issue management.

Perceived Stigma, Social Identity, and Group Norms as Predictors of Prosocial Giving in a Fandom

2016 ◽  
Vol 6 (1) ◽  
pp. 35-49
Author(s):  
Daniel P. Chadborn ◽  
Courtney N. Plante ◽  
Stephen Reysen
Keyword(s):  
Prosocial Behavior ◽  
Group Identification ◽  
Helping Behavior ◽  
Future Research ◽  
Group Norms ◽  
Injunctive Norms ◽  
Perceived Stigma ◽  
Serial Mediation ◽  
My Little Pony ◽  
Identification Model

People engage in helping behavior for a variety of reasons. Currently unstudied, however, is the role that group stigmatization may play in motivating this helping behavior. Increased perceptions or feelings of stigma have been shown to increase identification with one's group identity through the rejection-identification model. Other research shows that group identification is associated with greater adherence to group norms, specifically, injunctive norms. If a group's norms are prosocial ones, it therefore follows that group stigma should be associated with prosocial behavior. The authors propose and test this model in this article relating to the perceived stigma to prosocial behavior in a rarely-studied, highly-stigmatized fan community with strong prosocial norms: fans of My Little Pony. Serial mediation analysis supports this model. Implications and directions for future research in light of these findings are discussed.

scholarly journals The Harmful Side of Thanks: Thankful Responses to High-Power Group Help Undermine Low-Power Groups’ Protest

2019 ◽  
Vol 46 (5) ◽  
pp. 794-807
Author(s):  
Inna Ksenofontov ◽  
Julia C. Becker
Keyword(s):  
Low Power ◽  
High Power ◽  
System Justification ◽  
The Novel ◽  
Psychological Benefits ◽  
Power Group ◽  
Group Members ◽  
Group Member ◽  
Power Hierarchy

Giving thanks has multiple psychological benefits. However, within intergroup contexts, thankful responses from low-power to high-power group members could solidify the power hierarchy. The other-oriented nature of grateful expressions could mask power differences and discourage low-power group members from advocating for their ingroup interests. In five studies ( N = 825), we examine the novel idea of a potentially harmful side of “thanks,” using correlational and experimental designs and a follow-up. Across different contexts, expressing thanks to a high-power group member who transgressed and then helped undermined low-power group members’ protest intentions and actual protest. Thus, the expression of thanks can pacify members of low-power groups. We offer insights into the underlying process by showing that forgiveness of the high-power benefactor and system justification mediate this effect. Our findings provide evidence for a problematic side of gratitude within intergroup relations. We discuss social implications.

Home gardening and associations with fruit and vegetable intake and BMI

2020 ◽  
Vol 23 (18) ◽  
pp. 3417-3422
Author(s):  
Michelle C Kegler ◽  
Radhika Prakash ◽  
April Hermstad ◽  
Dana Williamson ◽  
Kate Anderson ◽  
...  
Keyword(s):  
Weight Status ◽  
Online Survey ◽  
Vegetable Intake ◽  
Vegetable Consumption ◽  
Fruit And Vegetable Intake ◽  
Home Garden ◽  
Future Research ◽  
Fruit And Vegetable ◽  
Home Gardening ◽  
The Usa

AbstractObjective:To understand who engages in home gardening and whether gardening is associated with fruit and vegetable intake and weight status.Design:A national cross-sectional survey.Setting:Online survey panel in the USA.Participants:Adults aged 18–75 years representing the US population with respect to gender, age, race/ethnicity, income and geographic region (n 3889).Results:Approximately 30 % of survey respondents reported growing edible plants in a home garden. Gardeners were more likely to be White or Asian, employed, have higher income, be married, have children in the household and live in rural areas. Gardeners were less likely to be obese and more likely to meet US dietary recommendations for fruit and vegetable consumption. In multivariable analyses, home gardens remained associated with fruit and vegetable intake and BMI when controlling for a range of socio-demographic characteristics and level of rurality.Conclusions:The current study identifies who is gardening in the USA and provides useful information for public health efforts to increase gardening as a nutrition intervention. Future research should examine the benefits of home gardening and interventions to increase home gardening using more rigorous designs.

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