Give them a fishing rod, if it is not urgent: The impact of help type on support for helpers' leadership.

Taking a follower's perspective on leadership and contributing to the new research stream on behaviors conducive to its emergence, we examined how distinct types of instrumental (task focused) helping-autonomy- versus dependency-helping-affected recipients' support for their helpers' leadership. Based on the literature on employees' needs for autonomy and mastery, combined with the empowering nature of autonomy-helping, we reasoned that autonomy- (vs. dependency-) helping typically signals greater benevolence toward recipients, enhancing their support for their helpers' leadership. Our findings were generalized across various samples (of U.S. and Israeli employees), manipulations, and research settings: simulations (Studies 1 and 2b), workplace role-play scenario (Study 2a), and recollections of helping events in the workplace (Study 3). We found that autonomy- (vs. dependency-) helping increased recipients' support for their helpers' leadership by heightening perceptions of helpers' benevolence-based (rather than ability-based) trustworthiness (Studies 1 and 3). We also showed time pressure to be a boundary condition under which the advantage of autonomy-helping disappeared (Studies 2a and 2b)-with dependency-helping then inducing comparable levels of perceived benevolence and thus similar support for the helper's potential leadership. Overall, we shed light on the development of informal leadership by uncovering how recipients interpret and respond to the two help types. Practically, this analysis opens the door to new ways for aspiring managers to enhance support for their leadership from potential followers, available even to those unlikely to be appointed to formal leadership positions. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

"Do not teach them how to fish": The effect of zero-sum beliefs on help giving.

How do zero-sum beliefs-the beliefs that one person's success is inevitably balanced by others' failure -affect people's willingness to help their peers and colleagues? In nine studies (and 2 supplementary studies, N = 2,324), we find consistent evidence for the relationship between the belief that success is zero-sum and help giving preferences. Across various hypothetical scenarios and actual help giving decisions, and even when the effort required for helping was minimal, zero-sum beliefs negatively predicted participants' willingness to help their colleagues learn how to succeed on their own (i.e., autonomy-oriented help). In contrast, the belief that success can only be achieved at others' expense did not affect participants' willingness to offer the kind of help that would completely solve their colleagues' problems for them (i.e., dependency-oriented help). Moreover, we find that the effect of zero-sum beliefs on the reluctance to give autonomy-oriented help is mediated by concerns about losing one's status to the recipient, and that removing these concerns about status loss mitigates the negative effect of zero-sum beliefs on help giving. We discuss the theoretical and practical implications of this robust yet nuanced link between the belief that success is zero-sum and prosocial helping behaviors. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Attributions of managerial decisions, emotions, and OCB. The moderating role of ethical climate and self-enhancement / Atribuciones de decisiones directivas, emociones y comportamiento de ciudadanía organizativa. El papel moderador del clima ético y la automejora

In this study, we examined the relationships between employees’ negative internal attributions of their supervisors’ workplace decisions and organizational citizenship behavior (OCB) as mediated by adverse emotions. The present research also explores the moderating role of organizational ethical climate (OEC) and self-enhancement in OCB. Following two studies conducted on participants recruited from industry, we suggest a nuanced insight into employees’ inferences regarding their supervisors’ decisions in predicting their OCB. The current research addresses this notion by implementing the conceptualization of the attribution-affect-action model, by showing that higher levels of unfavorable internal attributions are associated with higher levels of negative workplace emotions, and that higher levels of negative emotions predict lesser OCB. Additionally, we uncover the way perceived organizational ethical climate moderates the obtained indirect relationship. The relationship between employees’ attributions and reported OCB is attenuated under high levels of egoism- and principle-based OEC (Study 1). Further, our findings show that the effect of OEC on OCB diminishes under high levels of negative attributions (Studies 1 & 2) and that the effect of principle-based OEC on OCB is mitigated given high levels of self-enhancement (Study 2). Theoretical and practical implications are discussed (AU)

En este estudio analizamos las relaciones entre las atribuciones internas negativas de los empleados de las decisiones de sus supervisores en el trabajo y el comportamiento de ciudadanía organizativa (CCO) mediado por las emociones negativas. La investigación también indaga en el papel moderador en el CCO del clima ético organizativo (CEO) y la automejora. En la estela de dos estudios llevados a cabo con participantes reclutados en la industria, sugerimos una indagación matizada en la capacidad de las inferencias de los empleados acerca de las decisiones de los supervisores para predecir su CCO. Esta investigación aborda este concepto aplicando la conceptualización del modelo atribución-afecto-acción y muestra que un mayor nivel de atribuciones internas desfavorables está relacionado con niveles más altos de emociones negativas en el trabajo y que niveles más altos de emociones negativas predicen una menor CCO. Además, mostramos cómo la relación indirecta obtenida es moderada por la percepción del clima ético organizativo. La relación entre la atribución de los empleados y el CCO obtenido se atenúa cuando hay un gran nivel de CEO basado en el egoísmo y en principios (estudio 1). Además, los resultados muestran que el efecto de la CEO en el CCO disminuye cuando hay un nivel elevado de atribuciones negativas (estudios 1 y 2) y que el efecto en el CCO de la CEO basada en principios se mitiga cuando la automejora es elevada (estudio 2). Se comentan las implicaciones teóricas y prácticas (AU)

Unpaid Professional Work at Home and Work-Life Interference among Employees with Care Responsibilities.

Employees with caregiving responsibilities often experience work-life interference (WLI), particularly when caring for either disabled persons and/or children. This study examines sample of 288 working Australians from the AWALI national survey data, who care for at least one family member or friend with long-term physical or mental illness, disability, or aging-related problems. We investigated the role of unpaid work at home in predicting WLI, based on a model that included indirect association via inferred causes for working unpaid hours at home and a conditional direct relationship based on number of children. The findings supported our prediction that unpaid work at home is positively associated with WLI but its effect is moderated by number of children. There was a conditional direct effect where employees with care responsibilities experienced a stronger relationship between unpaid hours and WLI when having more children. Further, when the perceived reason for unpaid work was excessively demanding work, the relationship with WLI was stronger. Implications for workers with multiple caregiving responsibilities are discussed.

Gendered Help at the Workplace: Implications for Organizational Power Relations.

One of the most thoroughly studied aspects of prosocial workplace behavior is organizational citizenship behavior (OCB). Yet, the definition of OCB seems to overlook the fact that help-giving acts may be of different types with different consequences for both giver and recipient. The present research explores workplace help-giving behavior by investigating the importance of gender as a factor that facilitates or inhibits specific types of help that empower and disempower independent coping: autonomy- and dependency-oriented help, respectively. A pilot and two following studies were conducted. The pilot study empirically assessed which acts would be clearly perceived by participants as representing both types of help. Then, using the descriptions of these acts, Study 1 examined which type of help would be perceived as most likely to be given by a male or female employee to a male or female colleague in a sample of 226 participants (78% women). Study 2 explored which type of help participants perceived as one they would rather receive from a male or female helper in a sample of 170 participants (65% women). Our findings indicate that male and female respondents who rated men giving help were more likely to expect them to give autonomy-oriented help, especially to women. There were no significant differences in dependency-oriented help. Further, women preferred to receive more autonomy-oriented help than men did, regardless of the help-giver's gender; no significant results were found for men. Implications for OCB and workplace power relations are discussed.

Relationships Between Workplace Deviance Interacted With Gender and Marital Status: The Correspondence Analysis Approach.

This exploratory study employed correspondence analysis to examine how employees' gender and marital status might affect levels of interpersonal and organizational deviant workplace behaviors in the workplace. The subjects were 122 employees from a large electricity supplier company in Israel. Four levels of deviant behaviors relating to interpersonal and organizational deviance behaviors were generated according to their "typicality" as follows: (1) "untypical" (z-score less than -1.00), (2) "somewhat untypical" (-1.00-0), (3) "somewhat typical" (0-1.00), and (4) "typical" (larger than 1.00). We assessed the marital status categories by gender: unmarried males and females, divorced males and females, and males and females who were married. Results indicated that married men and divorced women exhibited mostly typical types of deviance. Both married and divorced men reported untypical deviance for both types of deviant behaviors. Married women only reported somewhat untypical deviance for both types of deviant behaviors. Accordingly, we suggest that psychological stressors, as well as cultural and societal expectations, may account for the obtained differences. Yet, future research is needed to shed light on underlying mechanisms.

Future time perspective and interpersonal empathy: Implications for preferring autonomy- versus dependency-oriented helping.

We examined whether potential help givers' future time perspective (FTP) accounts for the decision to give a person in need dependency-oriented help (i.e., providing the complete solution) or autonomy-oriented help (i.e., providing the means to solve a problem). In addition, building on past research on the effects of empathy in help giving decisions, the present research explored whether helpers' willingness to offer specific type of help is predicted by the interaction between FTP and interpersonal empathy. We explored FTP as both a personal predisposition (Study 1) and an experimentally induced state of mind (Study 2). The present research provides a novel perspective on theory and research on help giving behaviour, FTP, and empathy, by showing that when interpersonal empathy is high, considerations of the future predict readiness to give help that promotes person's present and future independent coping rather than help that creates and preserves social dependence.

Gender profiles of workplace individual and organizational deviance / Perfiles de género de desviación individual y organizacional en el trabajo

Employees' workplace deviant behaviors have a harmful potential for organizations in many respects. Past research has indicated that individual variables may account for personal differences in work deviance. One of the prevalent findings is that men display direct aggression more frequently than women. Yet, most of the past studies have reported results providing information on the magnitude of a general behavioral tendency of each gender, leading to rough distinctions. Unlike the previous studies, we focused on examining profiles of the role of gender in interpersonal and organizational deviance, utilizing Profile Analysis via Multidimensional Scaling that allowed us to compare specific deviance behavior indicators between males and females included in the profiles. The current exploratory study reveals that gender differences in aggressive workplace behavior are not only those apparent in inter-personal relations but also when directed towards the organization. Moreover, the reported results point to specific behavioral profiles of men and women that could not be revealed using the mean difference analyses

Las conductas inapropiadas de los empleados en el lugar de trabajo tienen un potencial perjudicial para las organizaciones en muchos aspectos. Investigaciones anteriores indican que las variables individuales pueden explicar las diferencias personales en el comportamiento laboral inadecuado. Uno de los hallazgos prevalentes es que los hombres muestran agresión directa con más frecuencia que las mujeres. Sin embargo, la mayoría de los estudios presentan resultados con información sobre la magnitud de una tendencia de comportamiento general de cada género, lo que lleva a distinciones muy generales. A diferencia de los estudios anteriores, nos centramos en examinar el papel del género en la inadecuación interpersonal y organizacional utilizando el Análisis de Perfil por Escalamiento Multidimensional, que permite comparar los indicadores específicos de comportamiento inadecuado entre hombres y mujeres incluidos en los perfiles. El estudio actual revela que las diferencias de género en el comportamiento agresivo en el lugar de trabajo no sólo son evidentes en las relaciones interpersonales, sino también cuando se dirigen hacia la organización. Además, los resultados apuntan a perfiles de conducta específicos de hombres y mujeres que no aparecían en los análisis de diferencia de medias

The 'I believe' and the 'I invest' of work-family balance: the indirect influences of personal values and work engagement via perceived organizational climate and workplace burnout / El 'creo' y el 'invierto' del conflicto trabajo-familia: influencias indirectas de los valores personales y la implicación en el trabajo a través de la percepción del clima organizacional y del agotamiento emocional en el trabajo

Based on Schwartz's (1992, 1994) Human Values Theory and the Conservation of Resources Theory (Hobfoll, 1988, 1998, 2001), the present research sought to advance the understanding of Work-Family Balance antecedents by examining personal values and work engagement as predictors of Work-Family Conflict via their associations with perceived organizational climate and work burnout. The results of two studies supported the hypotheses, and indicated that perceived organizational climate mediated the relations between values of hedonism, self-direction, power, and achievement and Work-Family Conflict, and that work burnout mediated the relations between work engagement and Work-Family Conflict. Theoretical and practical implications regarding individual differences and experiences of Work-Family Balance are discussed (AU)

Siguiendo la Teoría de los Valores Humanos (Schwartz, 1992, 1994) y la de la Conservación de Recursos (Hobfoll, 1988, 1998, 2001), este trabajo pretende avanzar en el conocimiento de los antecedentes del equilibrio trabajo-familia mediante el análisis de los valores personales y la implicación en el trabajo como predictores del conflicto trabajo-familia a través de su asociación con la percepción del clima organizacional y el agotamiento emocional en el trabajo. Los resultados de dos estudios respaldan las hipótesis, indicando que la percepción del clima organizacional mediatiza la relación entre valores de hedonismo, autodirección, poder y logro y conflicto trabajo-familia y que el agotamiento emocional en el trabajo mediatiza la relación entre implicación laboral y conflicto trabajo-familia. Se comentan las implicaciones teóricas y prácticas relativas a las diferencias individuales y experiencias del equilibrio trabajo-familia (AU)

Six habits to enhance MET performance under stress: A discussion paper reviewing team mechanisms for improved patient outcomes.

Effective team decision making has the potential to improve the quality of health care outcomes. Medical Emergency Teams (METs), a specific type of team led by either critical care nurses or physicians, must respond to and improve the outcomes of deteriorating patients. METs routinely make decisions under conditions of uncertainty and suboptimal care outcomes still occur. In response, the development and use of Shared Mental Models (SMMs), which have been shown to promote higher team performance under stress, may enhance patient outcomes. This discussion paper specifically focuses on the development and use of SMMs in the context of METs. Within this process, the psychological mechanisms promoting enhanced team performance are examined and the utility of this model is discussed through the narrative of six habits applied to MET interactions. A two stage, reciprocal model of both nonanalytic decision making within the acute care environment and analytic decision making during reflective action learning was developed. These habits are explored within the context of a MET, illustrating how applying SMMs and action learning processes may enhance team-based problem solving under stress. Based on this model, we make recommendations to enhance MET decision making under stress. It is suggested that the corresponding habits embedded within this model could be imparted to MET members and tested by health care researchers to assess the efficacy of this integrated decision making approach in respect to enhanced team performance and patient outcomes.

Helping them stay where they are: status effects on dependency/autonomy-oriented helping.

On the basis of expectation states theory and Weiner's attributional model of help giving (Weiner, 1980), we predicted that low-status help seekers would be viewed as chronically dependent and their need as due to lack of ability, leading to the giving of dependency-oriented help (i.e., full solution to the problem). High-status help seekers were expected to be viewed as competent and their request as representing their high motivation to overcome a transient difficulty, resulting in autonomy-oriented help (i.e., tools to solve the problem). Help seeking is viewed as a stigma-consistent behavior that implies weakness when help seekers are low-status individuals and as strength when they are high-status individuals. Three experiments supported these predictions. The 4th experiment indicated that low-status persons who seek autonomy-oriented help are not seen as chronically dependent. Implications of these findings for helping and inequality are discussed.

Perspectives on groups and work teams in the workplace / Perspectivas sobre Grupos y Equipos de Trabajo

The paper reviews changes in the nature and environment of teams, suggesting that why teams change over time and how and why these changes impact team-related outcomes, such as performance, is sorely lacking. Below we relate in detail to these points while suggesting a comprehensive model drawing upon Tziner’s research and publications on work teams and addressing the changes from the social psychology perspective suggested by Chernyak-Hai. By the end of this work, we derive specific predictions for empirical examination(AU)

El manuscrito analiza los cambios en la naturaleza y el ambiente de los equipos, haciendo sugerencias de por qué los equipos cambian con el tiempo y cómo y por qué estos cambios impactan en resultados de equipo, como en el desempeño. Se relacionan en detalle estos puntos y se sugiere un modelo integral basado en la investigación de Tziner y en las publicaciones sobre equipos de trabajo y se abordan éstos desde la perspectiva de la psicología social sugerida por Chernyak-Hai. Por último, se derivan predicciones específicas para su posterior estudio empírico(AU)