Scandinavian journal of psychology最新文献

Introduction: The belief-bias effect is a tendency to evaluate syllogistic statements based on believability rather than on formal logic validity. Following this rationale, the study examines desirability bias as the tendency to evaluate syllogistic conclusions based on their desirability when reasoning is conducted on personality-relevant categorical syllogisms.

Methods: For this purpose, 60 syllogisms were constructed based on the items of the Big Five questionnaire. Syllogisms were subsequently categorized as desirable (e.g., "I empathize with others") and undesirable (e.g., "I am passive") based on their conclusion. In each task, the second premise and the conclusion were formulated in the first person to increase a respondent's identification with the content. A total of 300 university students (M_age = 20.08, SD = 2.02) participated in the study.

Results: A 2 (syllogism validity: valid, invalid) × 2 (syllogism desirability: desirable, undesirable) repeated measures ANOVA was employed. The analysis showed a greater tendency to accept desirable conclusions on valid syllogisms (valid desirable rather than valid undesirable) and reject undesirable conclusions on invalid syllogisms (invalid undesirable rather than invalid desirable).

Conclusion: These findings have implications for socially desirable responding in cognitive tasks, which may be further developed as a source of self-relevant content as well as for further extension of belief bias in the form of desirability bias.

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi-level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi-level and cross-layer empirical research.

Objectives: This meta-analysis aimed to examine the relationship between automatic processes and behavior as well as their moderators.

Methods: There were 126 effect sizes (Fisher's Z) extracted from 55 independent research studies involving 10,432 participants. Meta-analyses were conducted using Comprehensive Meta-Analysis Version 3.3. Univariate meta-regression models were used to analyze underlying moderators.

Results: Meta-analysis after correction found that automatic processes could significantly and positively predict behavior, but the effect size was small (Fisher's Z = 0.057, p < 0.001, 95% CI [0.043, 0.070]).

Conclusions: Different components of automatic processes, task reliability, and study design moderated the relationship between automatic processes and behavior. Future research could explore automatic measures at a neurophysiological level or use population-matched stimuli for specific populations to improve measure validity. In addition, future research should accumulate evidence on how to reduce sedentary behavior.

Objectives: In this study, we expand on the existing work on daily performance by focusing on (1) within-person fluctuation in perceived manager effectiveness in relation to daily positive affective experiences and daily performance and (2) between-person fluctuations in uncertainty as a relevant boundary condition of these relationships.

Methods: Multilevel data from 101 managers (1,010 measurement occasions) were used to test the hypotheses.

Results: The results showed that fluctuations in the perception of a manager's effectiveness related positively to daily positive affective experiences, and this relationship was moderated by the team member's uncertainty levels in such a way that perceived uncertainty buffered the positive effect of leadership effectiveness on positive affective experiences. Further, the findings evidenced a positive association between daily positive affective experiences and daily performance. Finally, results showed a significant indirect effect from perceived manager's effectiveness to daily fluctuations in performance via daily fluctuations in positive affective experiences.

Conclusions: Perceived manager's effectiveness made employees feel more positive affective experiences, which contributed to their daily performance. However, uncertainty overshadows the influence of a manager's effectiveness on their workers' positive affective experiences. We discuss implications for theory and practice.

Objective: The World Health Organization recognizes burnout as an occupational issue. Nevertheless, accurately identifying employee burnout remains a challenging task. To complicate matters, current measures of burnout have demonstrated limitations, prompting the development of the Burnout Assessment Tool (BAT). Given these circumstances, conducting an in-depth examination of the BAT's construct-relevant multidimensionality is crucial.

Method: This study focuses on both the original 23-item BAT and the short 12-item version, using modern factor analytic methods to investigate reliability, validity, and measurement invariance in a representative sample from Norway (n = 493; 49.54% women).

Results: Our findings revealed that the bifactor exploratory structural equation modeling solution (burnout global factor and four specific burnout component factors) best explained the data for both BAT versions. All factors demonstrated adequate omega coefficients, with the global factor showing exceptional strength. Both BAT versions correlated highly with each other and with another burnout measure, suggesting convergent validity. Furthermore, both BAT versions achieved full (strict) measurement invariance based on gender. Finally, our results showed that burnout acts as a mediator in our proposed job demands-resources model as preliminary evidence of predictive validity.

Conclusions: The study validates the Burnout Assessment Tool in the Norwegian context. The study supports the reliability, validity, and unbiased nature of the tool across genders. The findings also reinforce the importance of job demands and resources, along with burnout as a key mediator, in understanding workplace dynamics in accordance with job demands-resources theory.

A full 46 years after the first study of the door-in-the-face strategy (DITF), there is still a debate about the processes behind its effect. One relatively unexplored interpretation is the presence of negative affect related to large request refusal. We explored negative affect after large request refusal both explicitly (Experiment 1) and implicitly (Experiments 1 and 2). Participants were in a negative state after large request refusal (Experiment 1), and target request acceptance was a function of their emotional state (Experiment 2). Negative affect appears to play a role in acceptance of the target request in the door-in-the-face strategy. However, this pattern of results was only observed when affect was measured implicitly. The findings shed new light on the DIFT, by taking into account the complexity of the interaction with emotion. The reasons why negative affect occurs after large request refusal are discussed.

Introduction: The COVID-19 pandemic (2020-2021) resulted in isolation due to social distancing rules and lockdowns, during which technology was used to enable families and friends to maintain contact. Despite loneliness being high in parents, little is known about which parents are more likely to experience loneliness and strategies to support them.

Method: This mixed-methods study examines which parents were lonely during the pandemic and how digital technologies were used to reduce loneliness and social isolation. Data were collected during the first UK lockdown from May to July 2020 via an online survey (N = 145) and follow-up interviews (n = 13).

Results: Loneliness reported during lockdown was greater than retrospective reporting of loneliness for all respondents, but it was higher in single parents, those caring for children with specific needs, and those with lower household incomes before and during lockdown. Parents rapidly adapted to and experimented with using technology for social connection during the lockdown, which helped to reduce feelings of isolation and loneliness. Video calling was found to be useful for making connections and enhancing social presence, but parents also experienced anxieties and difficulties with its use. There were mixed views about technology use; some were keen to continue using technology for socializing after the lockdown ended, but for others, it was only a temporary measure.

Conclusion: Although technology was invaluable during the pandemic, it was not a panacea, and the way parents used it was influenced by their approach to technology and existing social behaviors and networks.

Introduction: In light of the deleterious consequences associated with workplace bullying, it is important to identify the work-related factors that can contribute to the presence of bullying behaviors over time. Up to now, most research on the topic has investigated job characteristics (presence of job demands, absence of job resources) as contributing factors of workplace bullying. Given the key role leadership plays in shaping employees' work environment, this study aims to better understand how harmful forms of leadership relate to bullying behaviors over time and, subsequently, to employee functioning.

Methods: More specifically, this longitudinal study (two data collections over a 3-month period) conducted among a sample of Canadian employees (T1 n = 600, T2 n = 422) assesses the temporal relationship between tyrannical leadership, exposure to bullying behaviors, and turnover intention, as well as the moderating role of perceived coworker support in the relationship between tyrannical leadership and bullying behaviors.

Results: Results from cross-lagged analyses show that, controlling for baseline effects, T1 tyrannical leadership positively predicts T2 exposure to bullying behaviors and that T1 bullying behaviors positively predict T2 turnover intention. T1 coworker support did not significantly buffer the relationship between T1 tyrannical leadership and T2 exposure to bullying behaviors, although it did significantly predict, negatively so, T2 turnover intention.

Conclusion: The present study provides valuable insight into the social contextual determinants of bullying behaviors and highlights the destructive nature of tyrannical leadership. Furthermore, this study illustrates the importance of fostering supportive behaviors between colleagues, as this important social resource can play a key role in reducing turnover intention over time.

This study investigates prescriptive (how women and men should be) and proscriptive (how women and men should not be) gender stereotypes in Sweden and how these stereotypes relate to self-ascribed gendered traits. In an online survey with students at three major universities (N = 679) it was found that participants believed that the societal view was that women should be more communal than men, but less dominant and men should be more agentic than women, but less weak. In comparison, self-ratings only differed for communion, such that women rated themselves as more communal than men (there were no differences in self-ratings of agency, dominance, or weakness). Thus, prescriptive and proscriptive stereotypes and self-views differed. Women mainly perceived differences between self-ratings and prescriptions of communion, whereas men mainly perceived differences between self-ratings and prescriptions of agency. Moreover, women mainly perceived differences between self-ratings and proscriptions of dominance, and men mainly perceived differences between self-ratings and proscriptions of weakness. Hence, both women and men perceive larger gaps between self-evaluations and societally desired and undesired gender stereotypical traits. Future studies should investigate the consequences of such mismatches.

Introduction: The aim of this study was to explore how resilience is manifested in the experiences of emerging adults who were subjected to bullying victimization in school and have high levels of psychological functioning in emerging adulthood.

Methods: Fifteen Swedish emerging adults (M_age = 29.13, SD = 0.52) who, despite experiences of bullying victimization at age 10, had high levels of psychological functioning as emerging adults were interviewed. The interviews focused on experiences of bullying victimization and the long-term outcomes of these experiences. Qualitative methods were used in the analysis, with a specific focus on resilience.

Results/conclusion: The findings illustrate how long-term outcomes of bullying victimization in school, in relation to resilience, comprise a dynamic process between personal agency and social resources in the environmental context.