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The Conditional Reasoning Test for Aggression (CRT‐A) indirectly measures the implicit motive to aggress by engaging respondents in inductive reasoning tasks. Most research involving the CRT‐A has been based on the original English version of the test with most data being collected in the United States. The purpose of the current paper is to evaluate the psychometric properties of a Dutch translation of this test and to examine if it could be used to predict measures of integrity. In the first of two studies, we evaluated the psychometric properties and measurement equivalence of the CRT‐A across US and Dutch samples. In the second study, we examined validity evidence for the Dutch version of the CRT‐A. Results from Study 1 indicated that the test was mostly equivalent across cultures (i.e. limited differential item functioning was detected). Results from Study 2 demonstrated that the Dutch version of the CRT‐A was correlated with measures of behavioral integrity and provided incremental prediction of integrity over and above traditional self‐report measures of explicit personality traits. We discuss the implications for using CRTs across different cultures and languages. [ABSTRACT FROM AUTHOR]

Randomised controlled trials (RCTs) have long been considered a gold standard for intervention design and the most rigorous method for understanding causal mechanisms. However, their implementation in work and organisational health psychology (WOHP) can be challenging. We review the use of RCTs in WOHP interventions and demonstrate that their adoption has been relatively scarce in comparison to areas such as health psychology and medical sciences. For WOHP researchers to be able to compare the effectiveness of their work‐specific health interventions with other interventions in health and medicine, it is important that the design methodology, rigor, and reporting are comparable. Thus, there is a need for a clearer road map and guidance for WOHP researchers, to encourage greater use of RCTs in WOHP intervention research. In the paper, we provide an overview of RCTs, and review past research that has utilised an RCT design when evaluating WOHP interventions. We develop an adapted RCT checklist for use in WOHP settings, which takes specific organisational issues into account. Thus, our paper provides for future researchers a clearer road map for the design and reporting of WOHP RCT studies. [ABSTRACT FROM AUTHOR]

While to date job crafting has been conceptualised as consisting of behaviours aiming at seeking more resources, decreasing hindering demands, and seeking more challenges, recent research suggests that individuals may restore the fit between their demands and preferences also by optimising their demands. Accordingly, optimising demands has been introduced in the resource‐based perspective to job crafting as an additional strategy that aims at making the work processes more efficient, simplifying procedures and eliminating obstacles. In this paper, we explore and provide evidence for the validity of a four‐factor, hierarchical structure of behavioural job crafting constituted by increasing resources, seeking challenges, decreasing demands, and optimising demands. Moreover, our results provide initial evidence suggesting that overall job crafting may be more strongly characterised by effortful actions to expand the work characteristics rather than to reduce them. [ABSTRACT FROM AUTHOR]

A content analysis of the two leading WOHP journals (Journal of Occupational Health Psychology and Work & Stress) from 2010 to September 2014 revealed current practices in research design, sampling, and statistics, as well as the popularity of six major topics. Five suggested future trends are discussed that we feel will move the field forward in a positive way. First, the field is too dominated by the theory‐based deductive approach, and needs to make better use of exploratory/inductive methods that are more common in medical and natural sciences. Second, more explicit approaches are needed to illuminate processes, that is, the temporal sequence of events, whereby organisational conditions lead to health‐related outcomes. Third, qualitative approaches should be more widely utilised, not only in the beginning stages of research, but as a means of studying process and testing hypotheses, as well. Fourth, researchers need to make more frequent use of complex research designs that go beyond cross‐sectional self‐reports by incorporating multiple methods and/or longitudinal structures in order to draw more definitive conclusions. Fifth, the rapid increase in the use of multilevel modeling statistics is likely to continue, having opened the door to isolating the effects of group phenomena, as well as investigating daily fluctuations in variables over time. [ABSTRACT FROM AUTHOR]

This paper describes a model of self-perceptions about what is owed and what is deserved in society based on research on self-interest and other-orientation. Scales measuring obligation and entitlement were developed using the responses of over 10,000 participants from around the world. Results show that obligation and entitlement are not ends on the same self-interest continuum but are better conceptualised as independent constructs. Obligation and entitlement were also shown to predict prosocial behavior including interpersonal organisational citizenship behaviors, volunteering, and charitable giving. Geographical differences in obligation and entitlement suggest that these constructs may be useful for understanding cultural differences in social investment around the world. A second study of employees in the United States investigated the role of obligation and entitlement in predicting work engagement and effectiveness in the workplace. Obligation predicted engagement and organisational citizenship behaviors, while entitlement was generally less predictive of workplace attitudes and behaviors. This paper concludes with a number of future directions for the continued study of obligation and entitlement in the workplace. [ABSTRACT FROM AUTHOR]

This paper contends that satisfaction with management above immediate supervision is a key component of overall job satisfaction. We demonstrate that early job satisfaction researchers regarded this construct as very important, and that practitioners continue to regard the construct as very important. Yet, the visibility of this construct in current academic research is hampered by the absence of a comprehensive and theoretically based measure of the construct. In the present paper, we define the construct and formulate a nomological network for it. We subsequently describe the development of the Satisfaction with Upper and Middle Management (SUMM) scale, and we assess the validity of its scores via four independent samples. Results support our contention that satisfaction with management should be related to the traditional job satisfaction facets, but also that, because it is the facet of job satisfaction that pertains to the organisation's collective authority system, it should explain incremental variance (beyond these traditional facets) not only in global job satisfaction but also in organisational commitment and organisational justice. Implications and avenues for future research are discussed. [ABSTRACT FROM AUTHOR]

This paper presents a multi‐dimensional measure of organisational climate covering two domains of health behavior (healthy eating, physical exercise). To develop and validate the climate measure, we conducted three independent studies. In Study 1, items were generated and evaluated in expert ratings and confirmatory factor analyses (N = 483 employees), resulting in a total of 24 items comprising three dimensions (values and expectations, organisational practices, communication) within the domains of healthy eating and physical exercise. Study 2 cross‐validated the factor structure of this measure of organisational health behavior climate (OHBC), and examined its nomological net. Based on data from 464 employees, we found significant correlations among OHBC and other dimensions of organisational climate (e.g. employee welfare, safety climate), healthy eating and exercise identity, eating behavior, and body mass index (BMI). Study 3 demonstrated within‐organisation agreement and between‐organisation differences in OHBC, and replicated the factor structure with a multi‐level data set (N = 1,077 employees from 48 organisations). This new measure assesses organisational eating climate and exercise climate in a comprehensive way, opening up multiple avenues for future research and evaluation studies in organisations. [ABSTRACT FROM AUTHOR]

The purposes of this paper are to introduce the concept of perceived emotional demands–abilities (ED–A) fit and develop theory about how it relates to other fit perceptions as well as employee well‐being and performance outcomes. ED–A fit is defined as the perceived congruence or match between the emotional demands of the job and one's abilities to meet those demands. In two studies using occupationally diverse samples from Western and Eastern cultures, we empirically distinguished perceived ED–A fit from other fit perceptions (i.e. person–organisation, demands–abilities, needs–supplies, person–group, person–supervisor). In addition, across the two studies, we found that perceived ED–A fit accounted for incremental variance in job satisfaction, work tension, felt inauthenticity, burnout, self and supervisor ratings of job performance, and psychological need satisfaction, controlling for the effects of other fit perceptions. [ABSTRACT FROM AUTHOR]

This paper examines the role of the belief in a just world as a personal resource when people are faced with the adverse consequences of inflation and financial crises by presenting results from two longitudinal studies. The first study, based on responses from 262 German residents, found that participants with a strong personal belief in a just world perceived a lower economic impact in light of price increases following a tax increase. This effect remained stable after controlling for the socioeconomic variables of gender, age, household income, and education. The second study, based on a sample of 177 German residents, found that residents with a strong personal belief in a just world perceived a lower economic impact in light of the global subprime mortgage crisis. Again, this effect remained stable after controlling for the socioeconomic variables of gender, age, household income, and education. Furthermore, the personal belief in a just world influenced perceived economic impact over time and the relationship between personal belief in a just world and perceived economic impact was partially mediated by differences between life satisfaction in the future as measured in a first wave and current life satisfaction as measured in a second wave. [ABSTRACT FROM AUTHOR]

This paper explores the deeper reasons that students identify to account for their endorsement of high task/high ego goals in the context of physical education (PE). Data from in-depth interviews suggest that although such individuals are thought to reflect a statistically homogenous subgroup, they outline remarkably different qualitative reasons to account for their endorsement of task and ego oriented items. Findings are discussed in terms of their relevance to Nicholls's achievement goal theory in the context of PE. [ABSTRACT FROM AUTHOR]

The purpose of this paper is to study the convergent validity of the four most widely used burnout measures in a sample of Chinese nurses ( N= 717). First, Structural Equation Modeling was used to investigate the factor structure of scores produced by the Maslach Burnout Inventory-General Survey (MBI-GS), the Burnout Measure (BM), the Shirom-Melamed Burnout Measure (SMBM), and the Oldenburg Burnout Inventory (OLBI). Next, several competing models were tested to investigate the convergent validity of these four burnout instruments. The final results suggest that burnout is best conceived of as a multidimensional construct consisting of exhaustion and withdrawal, which are two related but conceptually distinct aspects. In addition, positively phrased items should be dropped from burnout measures for they constitute a separate factor that is considered to be an artifact. [ABSTRACT FROM AUTHOR]

The psychometric properties of two shortened and rescaled versions of widely used measures of job insecurity were evaluated. Using survey data from 292 US working adults and relying on classical test theory, confirmatory factor analysis, and item response theory analyses, results indicated that these new versions had high reliability and similar psychometric properties compared with the original versions. Empirical evidence further established favorable convergent and discriminant validity, based on the revised scales' relationships with relevant covariates. The revised versions also showed substantially improved precision of measurement over a broader range of cognitive and affective job insecurity levels (i.e. they provide greater information for a wider range of participants experiencing varying levels of insecurity). These results indicate the briefer rescaled versions should be preferred over the original scales. [ABSTRACT FROM AUTHOR]

The purpose of this research was to develop and test the Regulatory Goals and Strategies Questionnaire (RGSQ) to promote conceptual and empirical clarity in the literature on regulatory focus theory (RFT). According to RFT, construing an end‐state as a maximal goal (ideal, gain, and advancement) elicits the adoption of an eager promotion‐focused strategy, whereas construing an end‐state as a minimal goal (ought, non‐loss, and security) elicits the adoption of a vigilant prevention‐focused strategy. This means that promotion‐focused eagerness and prevention‐focused vigilance can be elicited by various goals and that eager and vigilant strategies are in fact separate from goals. However, extant measurement instruments have not treated them as such. The RGSQ was developed to distinguish various maximal and minimal goals and to separate these goals from promotion‐ and prevention‐focused strategies of eagerness and vigilance. Across three studies that combine six samples (total N = 1848), we examined the factor structure and nomological network of the RGSQ (Study 1: four samples of students and adults) and its predictive validity in a task context (Study 2) and working sample (Study 3). Overall, we found support for the RGSQ's validity and demonstrated that the RGSQ operationalizes regulatory focus in accordance with the theory's core assumptions. [ABSTRACT FROM AUTHOR]

This study examined the intraindividual relationships between two stressors and three strains as well as how these relationships can depend on interindividual differences in core self‐evaluations. The hypotheses were tested with four‐wave data from a sample of 147 employed students. Results based on multilevel analysis revealed that relationships between the focal stressors and strains were significant at the within‐person level in the expected directions, except the daily hassles‐physical symptoms relationship. Also, as predicted, three core self‐evaluations were associated with lower initial burnout and physical symptoms, whereas all four core self‐evaluations were associated with higher initial psychological health. Finally, the relationship between the work‐school conflict and burnout was moderated by self‐esteem and emotional stability such that increases in work‐school conflict were more strongly associated with increases in burnout when participants had lower levels of self‐esteem and emotional stability. Limitations and implications for future research on the stressor‐to‐strain effects are discussed. [ABSTRACT FROM AUTHOR]

While previous research underscores the role of leaders in stimulating employee voice behaviour, comparatively little is known about what affects leaders' support for such constructive but potentially threatening employee behaviours. We introduce leader member exchange quality (LMX) as a central predictor of leaders' support for employees' ideas for constructive change. Apart from a general benefit of high LMX for leaders' idea support, we propose that high LMX is particularly critical to leaders' idea support if the idea voiced by an employee constitutes a power threat to the leader. We investigate leaders' attribution of prosocial and egoistic employee intentions as mediators of these effects. Hypotheses were tested in a quasi‐experimental vignette study (N = 160), in which leaders evaluated a simulated employee idea, and a field study (N = 133), in which leaders evaluated an idea that had been voiced to them at work. Results show an indirect effect of LMX on leaders' idea support via attributed prosocial intentions but not via attributed egoistic intentions, and a buffering effect of high LMX on the negative effect of power threat on leaders' idea support. Results differed across studies with regard to the main effect of LMX on idea support. [ABSTRACT FROM AUTHOR]

The present study undertakes a comprehensive and critical review of the body of empirical work on entrepreneurial passion. In particular, we document how the "first generation" of research on entrepreneurial passion and work passion in entrepreneurs has gained growing attention in various sub‐fields of entrepreneurship research including entrepreneurial management, psychology, and finance. We provide an overview over theories used, definitions and measurements adopted, research methods utilized (e.g., qualitative vs. quantitative, survey‐based vs. experimental/intervention), the thematic focus of studies, and unit of investigation (e.g., individual vs. team). We not only flag the problems of inconsistencies and limitations with respect to theory use, the making of causal inferences, and the conceptualization and measurement of entrepreneurial passion in existing studies (e.g., jingle fallacies), but also review the antecedents and outcomes of entrepreneurial passion identified in prior work and work where it had been examined as a moderator. Following this, we offer a research agenda with concrete suggestions to act as a foundation for the "second generation" of entrepreneurial passion research that proactively addresses the issues and gaps identified in our review. Finally, we also highlight how insights from the entrepreneurial passion literature can inform scholarship on passion more broadly. [ABSTRACT FROM AUTHOR]

We study mergers and acquisitions (M&As), resilience and performance, identifying links between managers' perceptions of performance and resilience, using trans‐national organisational‐level survey evidence (N = 3,613) and follow up semi‐structured in‐depth interviews with managers involved in M&As and demerger. Drawing on the resilience and M&A literature, we identify reasons why employees in acquired firms may be less resilient in coping with the resultant changes than those of the acquirer and why this will negatively impact perceptions of performance. We explore the causes and consequences of variations in resilience and performance within firms that acquire others, and in those that have been demerged. As anticipated, we find that although managers in acquired firms tended to report worse performance than those in acquiring firms, both tended to be more positive than firms that had not taken part in an M&A at all. We draw out implications for theory and practice. [ABSTRACT FROM AUTHOR]

Drawing on stress and justice literature, we argue that perceptions of job insecurity induce feelings of low procedural justice, which has immediate and prolonged negative effects on health (depressive symptoms, sleep difficulties). Moreover, we explore whether the strength of the job insecurity–justice relationship differs between individuals as a function of their average level of job insecurity over time. Finally, we explore whether the procedural justice–health relationship differs between individuals as a function of variability in justice perceptions over time. We analyzed Swedish panel data from permanent workers over four consecutive waves (with a two‐year time lag between waves) using multilevel analysis, separating within‐ and between‐person variance. Results showed that job insecurity associated negatively with procedural justice at the same time point for all waves. Prolonged effects were less stable. We found immediate (but not prolonged) indirect effects of job insecurity on health outcomes via procedural justice. Average levels in job insecurity over time moderated the within‐person job insecurity–justice relationship. However, variability in procedural justice over time did not moderate the within‐person justice–health relationship. In conclusion, disentangling within‐ and between‐person variability of job insecurity and justice perceptions contributes to the understanding of health effects. [ABSTRACT FROM AUTHOR]

Using three samples aggregating over 1,000 working adults, we developed and tested a measure of Substantive and Symbolic Corporate Social Responsibility (CSR‐SS). The resultant 14‐item CSR‐SS scale is a reliable and parsimonious measure that is best represented by two broad and distinctive factors—substantive and symbolic attributions of CSR. Our findings provide evidence of a solid nomological network and criterion validity, supporting predictions that when employees attribute CSR as substantive, greater benefits accrue to the individual and the organisation as a whole than when CSR is attributed as symbolic. This measure contributes a valid and reliable tool toward the advancement of micro CSR research on both negative and positive consequences of organisations’ CSR proclaimed initiatives. [ABSTRACT FROM AUTHOR]

In this set of studies, we conduct an initial validation of the Implicit Psychological Capital Questionnaire‐Health (IPCQ‐H), a short, easy to administer and score measure of psychological capital designed to reflect implicit schemas or cognitions surrounding one's health. The results of two studies demonstrate that the implicit measure of IPCQ‐H is correlated with an explicit PsyCap‐Health measure (PCQ‐H), but has very little construct overlap with measures of personality. Moreover, scores of the IPCQ‐H were stable over time. Study 2 documents the predictive validity of the IPCQ‐H with a number of physical and mental health outcomes. Implications for theory and practice are discussed. [ABSTRACT FROM AUTHOR]

The question why some entrepreneurs self‐select out of entrepreneurial careers following exits from successful and failed businesses is of growing interest to entrepreneurship scholars. Using two studies and Regulatory Fit Theory as the theoretical lens, we address this question. Study 1 uses the experimental vignette methodology to test whether business exits under harvest and distress conditions diminished or intensified the serial entrepreneurship intentions of 74 experienced entrepreneurs. Study 2 examines the relationship between the serial entrepreneurship intentions of 196 entrepreneurs who exited businesses and their recall of prior experiences with business success or failure. In both studies, we find evidence of a negative relationship between prevention‐focused cognition and serial entrepreneurship intentions that intensifies from the regulatory fit of distress business exits. The results of both studies suggest that the cognitive lenses used by entrepreneurs to process their business exits play important roles in their intentions to pursue serial entrepreneurship. [ABSTRACT FROM AUTHOR]

There is an increasing call for the collection of longitudinal data and the use of longitudinal analysis in occupational health psychology research. Some useful and popular longitudinal analysis techniques include the cross‐lagged model, the latent growth model, and the latent change score model. However, previous reviews and discussions on these modeling techniques are quite generic and often overlook the connections among these techniques. Therefore, in the current article, we first reviewed the three modeling techniques as well as their existing applications in occupational health psychology research. We then present a detailed tutorial regarding how to utilise these techniques to analyze a simulated dataset. Finally, we compare the three techniques and discuss their utility for addressing different research questions in occupational health psychology. [ABSTRACT FROM AUTHOR]

We conducted five interlocking studies to develop and validate a family role performance scale that can be used across cultures. In Study 1, we generated scale items based on interviews with individuals representing various family and work structures in the United States and Israel. In Study 2, we surveyed both US and Israeli participants to assess measurement equivalence, dimensionality, and reliability. In Study 3, we refined the items and repeated the exploratory analyses. In Studies 4 and 5, with samples from the United States and Europe, we confirmed the scale dimensionality and established convergent, discriminant, and nomological validity. We contribute to the work-family literature by providing a valid instrument for assessing performance within the family domain. [ABSTRACT FROM AUTHOR]

Solar water disinfection (SODIS) is a sustainable method of water treatment. Despite the simplicity and many advantages of SODIS, past behaviour change campaigns have seen limited success. This study aims to compare intervention strategies in their efficiency in changing behaviour and to analyse which behavioural factors are differentially affected. The following factors were analysed in this study: intention, subjective norm, behavioural control, beliefs, habits, frequency of talking, knowledge and tension. The promotion strategies used in this intervention study were promoters, a pass-on task, prompts, public commitment and disseminating knowledge with inducing tension. Inhabitants of high-density areas near Harare, Zimbabwe, were interviewed at different points in time. High SODIS consumption was achieved when the promoter intervention was followed by a memory-aiding technique such as prompts or public commitment. Consequently, this combined-intervention strategy increased all behavioural factors and kept them at a high level. A continued pass-on task alone did not change behaviour and had decreasing effects on several behavioural factors. When the pass-on task was combined with disseminating knowledge with inducing tension, high SODIS water consumption was also reached, but several behavioural factors stayed at a low level. More effective intervention strategies are identified and discussed. [ABSTRACT FROM AUTHOR]

An analysis of individual and organisational determinants of energy-related behaviors in office buildings and the interplay between the two is presented. Interviews and focus groups were conducted with office workers from four organisations in two Dutch provinces. The results indicate that, overall, work efficiency and productivity was prioritised over energy conservation. In general, self-efficacy was the most salient individual determinant, and social norm the least discussed determinant of current office energy-related behaviors. Nevertheless, both self-efficacy and social norm elements were encountered in employees' proposed strategies to achieve future office energy-saving. Formal and informal aspects of the organisational context were found to equally affect individual determinants and their related behaviors. Facility managers' and general office workers' views differed in a few but important ways. Interorganisational comparisons showed that differences in organisational foci were linked to the relative salience of normative, gain, and hedonic motivations. [ABSTRACT FROM AUTHOR]

Internal attribution for bad events, along with stable and global attributions, has been regarded as a component of pessimism, a precursor of negative work outcomes. Most evidence in support of this conceptualisation has come from research conducted in individualist cultures. We questioned if internal attribution has the same pessimistic implication in a collectivist culture. Findings from two studies conducted on Chinese employees supported our expectations that the stability and globality dimensions (but not the internality dimension) would predict disengagement responses (such as quitting and being neglectful at work) and lack of engagement responses (such as voicing suggestions and being loyal to the organisation). A reconceptualisation of pessimism in the workplace is therefore necessary. A dimensional, rather than a composite, scoring method is proposed for maintaining the predictive and construct validities of attributional style as an indicator of pessimism. [ABSTRACT FROM AUTHOR]

International statistics indicate that occupational, or work-related driving, crashes are the most common cause of workplace injury, death, and absence from work. The majority of research examining unsafe driver behavior in the workplace has relied on general road safety questionnaires. However, past research has failed to consider the organisational context in the use of these questionnaires, and thus, there is ambiguity in the dimensions constituting occupational driving. Using a theoretical model developed by ), this article proposes and validates a new scale of occupational driver behavior. This scale incorporates four dimensions of driver behavior that are influenced by demanding workplace conditions: speeding, rule violation, inattention, and driving while tired. Following a content validation process, three samples of occupational drivers in Australia were used to assess the scale. Data from the first sample ( n= 145) were used to reduce the number of scale items and provide an assessment of the factorial validity of the scale. Data from the second sample ( n= 645) were then used to confirm the factor structure and psychometric properties of the scale including reliability and construct validity. Finally, data from the third sample ( n= 248) were used to establish criterion validity. The results indicated that the scale is a reliable and valid measure of occupational driver behavior. [ABSTRACT FROM AUTHOR]

The major purpose of this study was to examine perceptions of workplace sexual harassment in the Turkish context. In Study 1, 53 working women were interviewed to identify culture-relevant behaviors that are considered to be sexual harassment. In Study 2, the factor structure of perceptions was explored. In addition, the way in which these perceptions are related to personal variables (i.e. gender role attitudes, self-esteem, and negative affectivity) was investigated. Participants were 353 women currently employed at various organisations. Five factors were identified: sexist hostility, insinuation of interest, sexual hostility, physical sexual offense, and sexual bribery and coercion. Each factor was regressed on the personal variables. After controlling for relevant demographic and organisational variables, gender role attitudes, self-esteem, and negative affectivity predicted sexual harassment perceptions. Specifically, negative affectivity predicted milder forms of harassment, attitudes predicted factors that are considered more severe, and self-esteem predicted all factors but sexist hostility. The extent to which sexual harassment manifestations are universal and how certain manifestations that appeared in the Turkish context broaden the scope of sexual harassment are discussed by referring to the US literature. [ABSTRACT FROM AUTHOR]