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Two studies that examined the role of revenge in rumor transmission and involved working adults as participants are reported. Study 1 used hypothetical scenarios to manipulate organizational treatment of an employee and the believability of a rumor. Participants had higher intention to transmit a harmful rumor when the organization broke job-related promises (i.e., breached the psychological contract) and revenge motivation mediated this relationship. Believability of the rumor had no effect. Study 2 used a field survey methodology and, controlling for social desirability, replicated the results for self- and peer-reported rumor transmission behavior. Study 2 also showed that participants’ belief in negative reciprocity norm strengthened the relationship between breach and revenge motivation.

This paper presents the validation of the Career Adapt-Abilities Scale (CAAS) in the Philippine context. The CAAS consists of four subscales, with six items each, measuring self-regulative psychosocial resources (e.g., concern, curiosity, control, and con

In this paper, we examine the influence of contract importance, feelings of violation, and workplace familism on the relationship between psychological contract breach and organizational deviance. Results from a study of 168 supervisor-employee dyads in a pharmaceutical organization suggest that (a) feelings of violation mediated the relationship between perceived breach and supervisor-rated organizational deviance; (b) relational and transactional contract importance influenced the relationship between breach and feelings of violation such that the relationship was stronger under conditions of high relational and transactional importance; and (c) high levels of workplace familism mitigated the effects of feelings of violation on supervisor-rated organizational deviance.

This thesis presents new Monte Carlo methods for pricing financial derivative securities. Some of these new methods are entirely original ideas whilst others are improvements upon existing Monte Carlo methods in the literature. In Chapter 4 we present an algorithm for obtaining upper bounds on Bermudan option prices without the need for nested simulations; our new method has a computational order far lower than that of the existing popular methods that require nested simulations. This new algorithm can also be used to reduce the variance of lower bounds estimators. In Chapter 5, we introduce a new generic upper bound for Bermudan prices. We give a special case of this upper bound which has theoretical and practical appealing properties; it can be no greater than the popular Rogers' upper bound estimator and can potentially reduce computation time by terminating simulation paths early. In Chapter 6, we present a new control variate which reduces the variance of Jamshidian's multiplicative upper bound on Bermudan option prices to levels similar to that of the popular Andersen-Broadie upper bound method. The implementation is straightforward and requires almost no additional computations from the original method yet numerical results show that the variance reduction could be in the order of hundreds. In Chapter 7, we introduce new techniques for sampling the payoff of discretely-monitored barrier options; we also apply the likelihood ratio method with our new methods to compute Deltas of the barrier options. When compared to existing Monte Carlo methods, numerical results show that these new methods can significantly improve convergence speeds of the price and Delta estimators; in particular, the variance reduction achieved on the Deltas, compared to finite difference, can be in the order of thousands. In Chapter 8, we present two generic improvements to the popular pathwise method. The first improvement is a new method for finding control variates to the pathwise Gree

Intimate partner violence (IPV) is recognized as a pervasive social problem. Considerable research has highlighted the psychological and physiological consequences of IPV, yet we know little about how it impacts organizational life. We draw on ecological

Guided by the Strength Model of Self-control (Muraven & Baumeister, 2000) and the General Theory of Crime (Gottfredson & Hirschi, 1990), we examined the role of self-control in buffering the negative relationship between perceived organizational justice and cyberloafing behavior. Two hundred thirty-eight employee and co-worker dyads participated in the study. Organizational justice negatively predicted cyberloafing behavior, though this relationship had ceased to be statistically significant after controlling for gender, age, and hours of internet use for work-related activities. In addition, self-control moderated this relationship. Specifically, there was a stronger negative relationship between perceived organizational justice and cyberloafing for employees with high as opposed to low levels of self-control.

Leader-member exchange (LMX) has been characterized as a form of social support capable of buffering the effects of negative work experiences. However, employees with high-quality relationships with leaders in the organization may have stronger negative reactions when psychological contracts are breached. Thus, while a social support perspective would suggest that LMX minimizes the adverse impact of psychological contract breach on employee performance, a betrayal perspective proposes that high LMX would aggravate the negative effects. Using cross-sectional and longitudinal research designs, results across three samples provided support for the betrayal perspective. That is, breach had a stronger negative relationship with organizational citizenship behaviours and in-role performance under conditions of high LMX. Implications of these results and future research directions are discussed.

The present study examines the consequences of abusive supervision in an educational setting. The study contrasts the cross-domain stress-buffering hypothesis with the within-domain stress exacerbation hypothesis in examining the moderating role of advisor and team member support on the relationship between abusive supervision and student outcomes in student-advisor relationships. Using a temporal research design, results provided support for both hypotheses. In support of the stress exacerbation hypothesis, in the presence of high advisor support, there was a significant positive relationship between abusive supervision and anxiety, and a significant negative association between abusive supervision and psychological well-being. Consistent with the stress-buffering hypothesis, in the presence of high team member support, there was a negligible association between abusive supervision and satisfaction and anxiety.

In this study, we investigated the relationships between psychological contract breach, affective commitment, and two types of employee performance (i.e. civic virtue behaviour and in-role performance). It was predicted that an experience of contract breach can severely hurt the affective commitment of the employees and this, in turn, results in poor in-role performance and less civic virtue behaviours. Results revealed that affective commitment had differential mediating effects on the two types of employee performance. That is, affective commitment mediated the relationship between breach and self-reported and supervisor-rated civic virtue, but not the relationship between breach and in-role performance.