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These studies examine employees’ emotional reactions to performance feedback from their supervisors as well as subsequent effects on attitudes and (intentions to show) affect-driven work behaviors (counterproductive behavior, turnover, citizenship, and affective commitment). A pre-study (N= 72) illustrates that employees regularly receive performance feedback from supervisors and that this feedback elicits different positive and negative emotions. Next, a scenario experiment (Study 1) comparing the effects of positive/negative feedback given in public/private was conducted, with a student sample (N= 240) and a sample of working adults (N= 107). In both samples, feedback has an impact on emotions and subsequently on work attitudes and behavioral intentions. The results from the scenario experiment were validated in a survey study (Study 2) among employees of a for-profit research firm (N= 86) who reported on recalled emotions and work behaviors after receiving performance feedback during appraisals. Again, different types of feedback relate to different emotions. In turn, these emotions were related to subsequent work behaviors and attitudes. Together, these studies show that feedback affects recipients’ emotions and that such emotional reactions mediate the relationship between feedback and counterproductive behavior, turnover intentions, citizenship, and affective commitment. Ces travaux abordent les reactions emotives des salaries suite au feedback sur leurs performances en provenance de leur superieur, ainsi que l’impact sur les attitudes et, au niveau des intentions, sur les conduites professionnelles soumises aux affects (comportements contre-productifs, demissions, citoyennete et implication affective). Une preenquete (N= 72) a montre que les salaries recoivent regulierement des informations sur leurs resultats de la part de leur superieur et que cette situation provoque des emotions a la fois positives et negatives. Ensuite, une experience (Etude n° 1) comparant les consequences d’un feedback positif ou negatif exprime en public ou en prive a ete menee a bien sur un echantillon d’etudiants (N= 240) et sur un echantillon de travailleurs (N= 107). Dans les deux cas, la retroaction avait des retombees sur les emotions et par suite sur les attitudes professionnelles et les intentions comportementales. Les conclusions de cette experience ont ete confirmees lors d’une enquete (Etude n˚ 2) realisees aupres de salaries d’une societe commerciale qui decrirent leurs emotions et leurs comportements professionnels a l’issue d’une retroaction sur leur performance lors d’une evaluation. Comme prevu, les differentes sortes de feedback sont en relation avec des emotions differentes; puis ces emotions provoquent des attitudes et des conduites professionnelles specifiques. Au total, ces travaux montrent que le feedback affecte les emotions des individus concernes et que ces reactions emotives s’inserent dans la relation entre la retroaction et les comportements contre-productifs, les projets de demission, la citoyennete et l’implication affective.

This study investigated bullying and the roles that best friendships have on the effects of being bullied physically and socially. Students in grades 6, 7, and 8 ('N' = 246; 125 males, 121 females) completed online self-measures on bullying, friendship quality and seven individual factors; four measures of perceived social acceptance, and three measures of negative affect. Thirty seven (15%) physical bullies and 69 (28%) social bullies were identified. Fifty (20.3%) victims of physical bullying and 118 (48%) victims of social bullying were identified. One hundred and forty-one (58.5%) witnesses of physical bullying and 144 (58.5%) witnesses of social bullying were identified. Significant differences between the three groups (bullies, victims, witnesses) on physical and social bullying and the seven individual factors were found. Results indicated that positive friendship qualities served as protective and moderating factors against the effects of bullying. Those children who had a good friend comprised of positive qualities had higher social acceptance, self-esteem, perceived likeability, and perceived popularity, as well as lower anxiety, and anger than those who did not have a good friend with positive qualities. The protective and moderating effect in the current study supported the buffering hypothesis. Thus, the relationships between physical and social aggression, the individual factors, and friendships are discussed for victims of social and physical bullying.

The authors examine consumers’ visual attention during repeated exposures to print advertisements using eye-tracking methodology. The authors propose a statistical model comprising submodels for two key measures of visual attention to elements of the advertisement: attention duration and inter- and intraelement saccades. These measures are vital to understanding attention wear-out and the impact of repetition on advertising effectiveness but have not been considered in previous research. The results of two studies show that (1) attention duration decreases significantly across advertising repetitions and (2) attentional scanpaths, as measured through saccades, remain constant across advertising repetitions and across experimentally induced and naturally occurring conditions. Scanpaths obey a stationary, reversible, first-order Markov process. The authors offer implications for attention theory and advertising processing.

The authors examine consumers' visual attention during repeated exposures to print advertisements using eye-tracking methodology. The authors propose a statistical model comprising submodels for two key measures of visual attention to elements of the advertisement: attention duration and inter- and intraelement saccades. These measures are vital to understanding attention wear-out and the impact of repetition on advertising effectiveness but have not been considered in previous research. The results of two studies show that (1) attention duration decreases significantly across advertising repetitions and (2) attentional scanpaths, as measured through saccades, remain constant across advertising repetitions and across experimentally induced and naturally occurring conditions. Scanpaths obey a stationary, reversible, first-order Markov process. The authors offer implications for attention theory and advertising processing.

Using eye-tracking data, we examine the impact of motivation and repetition on visual attention to advertisements differing in argument quality. Our analyses indicate that repetition leads to an overall decrease in the amount of attention. However, while at first high motivation subjects attend to the ad for a longer time than low motivation subjects, this effect of motivation disappears after two exposures. More specifically, our results suggest that the second exposure counts most. In contrast, the order in which the ad elements am attended to is unaffected by repetition and motivation. Yet, the number of ad elements that are skipped becomes larger as the number of exposures increases. Implications of our results for theories of advertising repetition are formulated.

Using eye-tracking data, we examine the impact of motivation and repetition on visual attention to advertisements differing in argument quality. Our analyses indicate that repetition leads to an overall decrease in the amount of attention. However, while at first high motivation subjects attend to the ad for a longer time than low motivation subjects, this effect of motivation disappears after two exposures. More specifically, our results suggest that the second exposure counts most. In contrast, the order in which the ad elements am attended to is unaffected by repetition and motivation. Yet, the number of ad elements that are skipped becomes larger as the number of exposures increases. Implications of our results for theories of advertising repetition are formulated.

Purpose- Organizational change can be a major stress factor for employees. We investigate if stress responses can be explained by the extent to which there is a match between employee self-construal (in personal or collective terms) and change consequences (i.e., does the change particularly have consequences for the individual or for the group). We further investigate if the interactive effect of self-construal and change consequences on stress will be mediated by feelings of uncertainty. Design/methodology/approach- Data were obtained in three studies. Study 1, a laboratory study, focused on physiological stress. Study 2, a business scenario, focused on anticipated stress. Study 3, a cross-sectional survey, focused on perceived stress. Studies 2 and 3 also included measures of uncertainty in order to test its mediating qualities. Findings- Change is more likely to lead to stress when the change has consequences for matters that are central to employees’ sense of self, and particularly so when the personal self is salient. This effect is mediated by feelings of uncertainty. Implications- Understanding why some people experience stress during change, while others do so to a lesser extent, may be essential for improving change management practices. It may help to prevent change processes being unnecessarily stressful for employees. Originality/value- This is one of the first studies to show that different kinds of change may be leading to uncertainty or stress, depending on employees’ level of self-construal. The multi-method approach boosts the confidence in our findings.

We nuance the overtly negative image of overqualified employees by illuminating the brighter side of overqualification. In this extension of current thinking on overqualification, we argue that there are four ways in which overqualification can positively shape the performance of overqualified employees and their fellow group members. Following their theoretical basis, we refer to these as the (1) human capital, (2) status, (3) social learning, and (4) identification advantages. For each advantage we explain the conditions under which they are likely to materialize. We also theoretically explore how the advantages relate to each other as well as to the theories outlining the potential negative consequences of overqualification, and provide an according integrative model on the Relational Effects of Overqualification on Performance (REOP). After discussing the theoretical implications and providing an agenda for future research, we close with a discussion of the managerial implications of leveraging the bright side while acknowledging the dark side of overqualification.

This study examines the direct and moderating effects of two types of control that employees have over the work situation – job control and job self-efficacy – on the relationship between job insecurity and employee health. The authors hypothesize that job control and job self-efficacy attenuate the negative effects of job insecurity on both a short-term (i.e. need for recovery) and a long-term health outcome (i.e. impaired general health). These hypotheses were examined using survey data collected from a heterogeneous sample of 1368 Belgian workers. Results of moderated regression analysis showed that job control, but not job self-efficacy, buffered the negative effects of job insecurity on employee health. We conclude that organizations can temper the negative health effects of job insecurity by giving their employees more control over their work.