Linking Perceived Organizational Politics to Workplace Cyberbullying Perpetration: The Role of Anger and Fear.

The introduction of information and communication technologies in the workplace has extended the scope of bullying behaviors at work to the online context. However, less is known about the role of situational factors in encouraging cyberbullying behavior in the workplace. The purpose of this study is to investigate the role of perceived organizational politics in fueling cyberbullying in the workplace, and to examine the central role of negative emotions in this process. The sample comprised 279 faculty members of three large public sector universities in Islamabad, Pakistan. Results demonstrated that perceived organizational politics was positively associated with discrete negative emotions of anger and fear. Moreover, results indicated that anger was positively associated with cyberbullying perpetration, whereas fear was positively associated with face-to-face bullying victimization. Results also supported the idea that victims of face-to-face bullying may develop a positive attitude toward cyberbullying and retaliate against their more powerful face-to-face bullies online, possibly anonymously. We contribute to the literature by demonstrating that both forms of bullying can co-occur in the workplace as a consequence of perceived organizational politics, and the two roles-bully and victim-may be swapped among victims and perpetrators.

An Alpha, Beta and Gamma Approach to Evaluating Occupational Health Organizational Interventions: Learning from the Measurement of Work-Family Conflict Change.

Given the rapid growth of intervention research in the occupational health sciences and related fields (e.g. work-family), we propose that occupational health scientists adopt an "alpha, beta, gamma" change approach when evaluating intervention efficacy. Interventions can affect absolute change in constructs directly (alpha change), changes in the scales used to assess change (beta change) or redefinitions of the construct itself (gamma change). Researchers should consider the extent to which they expect their intervention to affect each type of change and select evaluation approaches accordingly. We illustrate this approach using change data from groups of IT professionals and health care workers participating in the STAR intervention, designed by the Work Family Health Network. STAR was created to effect change in employee work-family conflict via supervisor family-supportive behaviors and schedule control. We hypothesize that it will affect change via all three change approaches-gamma, beta, and alpha. Using assessment techniques from measurement equivalence approaches, we find results consistent with some gamma and beta change in the IT company due to the intervention; our results suggest that not accounting for such change could affect the evaluation of alpha change. We demonstrate that using a tripartite model of change can help researchers more clearly specify intervention change targets and processes. This will enable the assessment of change in a way that has stronger fidelity between the theories used and the outcomes of interest. Our research has implications for how to assess change using a broader change framework, which employs measurement equivalence approaches in order to advance the design and deployment of more effective interventions in occupational settings. Supplementary Information: The online version contains supplementary material available at 10.1007/s41542-022-00122-y.

The Good Manager: Development and Validation of the Managerial Interpersonal Skills Scale.

It is no secret that employees leave their organizations because of bad managers- but what about the good ones? How can researchers and organizations differentiate individuals in terms of the interpersonal skills needed to perform well in the managerial role? Although these are fundamentally important questions to organizational psychologists, there exists no conceptual model, definition, or measure of interpersonal skills specific to the managerial role. We address these questions and research gaps by developing a conceptual model and validating a concomitant measure of managerial interpersonal skills (MIPS) through a research program that included four studies across three phases: First, through a review of the literature and structured interviews with practicing managers; next, three quantitative studies in which we develop, refine and validate our MIPS scale; and finally, in a fourth validation study with matched supervisor-employee data from a large healthcare organization. Results suggest that MIPS are best represented by a three-dimensional model comprised of supporting, motivating and managing conflict all indicating a higher-order latent MIPS factor. Results also indicate the MIPS Scale predicts job attitudes and performance among both employees and managers above and beyond personality traits and leader-member exchange, as well as constructs closely related to MIPS, such as social support and conflict management style.

General Self-Efficacy and Body Weight: The Role of Race and Gender.

Overweight and obesity have become a prominent concern for policymakers, the Surgeon General, scholars, and for work organizations. The estimated annual cost of obesity in terms of lost productivity is in the tens of billions of dollars, and the estimated annual medical cost of obesity is in the hundreds of millions of dollars. Psychologists have become increasingly interested in issues related to body weight, such as ways to help people reduce body weight. The aims of our study are twofold. First, based on social cognitive theory, we offer the first study of the relationship between general self-efficacy (GSE) and body weight based on a large, representative sample. Second, we also offer an understanding of the role of race and gender as potential boundary conditions of this relationship. Findings indicate that race moderates the relationship between GSE and body weight (both BMI and perceived weight) such that this relationship is positive for Blacks but negative for Whites. Gender did not moderate the relationship between GSE and body weight. These results suggest that body weight is unrelated to general self-efficacy in the population writ large and that body weight is differentially related to self-efficacy based on race but not gender.

The Information and Communication Technology User Role: Implications for the Work Role and Inter-Role Spillover.

Management and organization research has traditionally focused on employees' work role and the interface between their work and family roles. We suggest that persons assume a third role in modern society that is relevant to work and organizations, namely the Information and Communication Technology User (ICTU) role. Based on role theory and boundary theory, we develop propositions about the characteristics of this role, as well as how ICTU role characteristics are related to boundary spanning activity, inter-role spillover with the work role, and work role performance. To this end, we first conceptualize the ICTU role and its associations with work and family roles. We then apply identity theory and boundary management theory to advance our understanding of how the ICTU role is related to criteria that are important to individuals and to organizations, namely self-selection into certain types of work roles and positive and negative inter-role spillover. The implications of this role for theory, research, and practice in management and organizations are discussed.

WORKPLACE SOCIAL SUPPORT AND WORK-FAMILY CONFLICT: A META-ANALYSIS CLARIFYING THE INFLUENCE OF GENERAL AND WORK-FAMILY-SPECIFIC SUPERVISOR AND ORGANIZATIONAL SUPPORT.

This article uses meta-analysis to develop a model integrating research on relationships between employee perceptions of general and work-family-specific supervisor and organizational support and work-family conflict. Drawing on 115 samples from 85 studies comprising 72,507 employees, we compared the relative influence of 4 types of workplace social support to work-family conflict: perceived organizational support (POS); supervisor support; perceived organizational work-family support, also known as family-supportive organizational perceptions (FSOP); and supervisor work-family support. Results show work-family-specific constructs of supervisor support and organization support are more strongly related to work-family conflict than general supervisor support and organization support, respectively. We then test a mediation model assessing the effects of all measures at once and show positive perceptions of general and work-family-specific supervisor indirectly relate to work-family conflict via organizational work-family support. These results demonstrate that work-family-specific support plays a central role in individuals' work-family conflict experiences.

Hirschfeld to hooker to herek to high schools: a study of the history and development of GLBT empirical research, institutional policies, and the relationship between the two.

Empirical gay, lesbian, bisexual, and transgender (GLBT) research has passed through three stages. Transitions between stages have been caused by an interaction of empirical research and institutional policies. The first period is from the late 1800s up to 1972, when research focused on categorizing homosexuality as a disease, treatments for homosexuality, and then research refuting the disease model. The second period ran from 1972 to approximately 1990, when researchers began to apply the disease model not to GLBT persons, but rather to those having negative attitudes toward homosexuality (homophobia), and researchers began to look at what it was like to be a GLBT person from GLBT persons' perspectives. The third period began in the early 1990s and continues today, when researchers focus on institutions, particularly action research aimed at changing institutions.

How catholic college students think about homosexuality: the connection between authority and sexuality.

The researchers conducted a survey of undergraduates living in residence halls at Loyola University Chicago, a Jesuit Catholic university. The survey included 20 statements on topics currently being debated in the Church. The researchers hypothesized that those who indicated some level of agreement with the statement, Homosexuality is wrong, would show strong correlations with other statements about sexuality, while those indicating disagreement with the statement would show strong correlations with statements about discrimination. Results showed that the question of the morality of homosexuality seemed to be tied to a broader way of thinking that pits Catholic Church authority against a sort of wisdom of the world. This way of thinking is operational regardless of whether the young Catholic is accepting or not of homosexuality. The hypothesis was rejected. Attitudes toward homosexuality are tied with attitudes regarding sexuality and Church authority. Knowing gay and lesbian people seems to be the major factor that causes young Catholics to be more accepting of homosexuality. The majority of young Catholics is accepting of homosexuality and inclined to question Church teaching and Church authority.

Escher in color space: individual-differences multidimensional scaling of color dissimilarities collected with a gestalt formation task.

The structure of color perception can be examined by collecting judgments about color dissimilarities. In the procedure used here, stimuli are presented three at a time on a computer monitor and the spontaneous grouping of most-similar stimuli into gestalts provides the dissimilarity comparisons. Analysis with multidimensional scaling allows such judgments to be pooled from a number of observers without obscuring the variations among them. The anomalous perceptions of color-deficient observers produce comparisons that are represented well by a geometric model of compressed individual color spaces, with different forms of deficiency distinguished by different directions of compression. The geometrical model is also capable of accommodating the normal spectrum of variation, so that there is greater variation in compression parameters between tests on normal subjects than in those between repeated tests on individual subjects. The method is sufficiently sensitive and the variations sufficiently large that they are not obscured by the use of a range of monitors, even under somewhat loosely controlled conditions.