The increasing use of information and communication technologies has allowed for a new type incivility known as cyber incivility. This study compared the correlations of face-to-face and cyber incivility with job satisfaction, burnout, and turnover intentions. Data were collected from 231 participants who completed an online survey asking about the aforementioned work outcomes and face-to-face and cyber incivility. Results indicated that face-to-face and cyber incivility were both significantly correlated with each of the work outcomes, consistent with previous research. Contrary to the hypotheses, Fisher’s r-to-z transformations showed that face-to-face incivility was more strongly correlated with job satisfaction, burnout, and turnover intentions than cyber incivility. Taken together, these results suggest that organizations should focus on interventions to reduce both face-to-face and cyber incivility.
{"title":"Before You Send That: Comparing the Outcomes of Face-to-Face and Cyber Incivility","authors":"Rylan Heischman, M. Nagy, Kendrick Settler","doi":"10.1037/mgr0000081","DOIUrl":"https://doi.org/10.1037/mgr0000081","url":null,"abstract":"The increasing use of information and communication technologies has allowed for a new type incivility known as cyber incivility. This study compared the correlations of face-to-face and cyber incivility with job satisfaction, burnout, and turnover intentions. Data were collected from 231 participants who completed an online survey asking about the aforementioned work outcomes and face-to-face and cyber incivility. Results indicated that face-to-face and cyber incivility were both significantly correlated with each of the work outcomes, consistent with previous research. Contrary to the hypotheses, Fisher’s r-to-z transformations showed that face-to-face incivility was more strongly correlated with job satisfaction, burnout, and turnover intentions than cyber incivility. Taken together, these results suggest that organizations should focus on interventions to reduce both face-to-face and cyber incivility.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2019-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42109508","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Christopher R. Warren, Sophie E. Jané, Sara Carlton, Eugene Kim, M. S. Fiebert
The existence of counterproductive work behaviors (CWBs) on social networking websites (SNWs) was investigated. The goal of the study was to determine whether previously validated relationships associated with CWBs, namely, stress, gender, and skill level, could be ascertained via qualitative coding of the public profiles found on SNWs. To record whether accounts of CWBs are displayed on social networking sites, a coding sheet was developed that analyzed public profile pages found on Facebook. Analyses found that more than half (50.54%) of the observed profile pages displayed accounts of CWBs and that each profile, on average, displayed more than 1 CWB-related post (M = 1.39, SD = 1.92). A positive correlation between CWBs and stress, r(184) = .48, p < .001, was also found, suggesting that displays of stress online correspond to higher displays of CWBs. A significant gender difference was also found, t(185) = 3.37, p < .001, which indicated that men, on average, M = 1.93, SD = 2.23, reportedly engage in almost twice as many CWBs compared with women, M = .98, SD = 1.53. Further, when CWBs were compared by skill level, individuals in unskilled jobs reported more CWBs, F(1, 139) = 5.34, p = .022, and stress, F(1, 139) = 3.39, p = .011, than those in skilled jobs. These findings largely support the idea that CWBs can be analyzed through SNWs that provide employers the ability to utilize CWBs as a preemployment screening tool that helps to identify both counterproductive and potentially illegal work behaviors.
{"title":"Validating the Systematic Observation of Counterproductive Work Behaviors on Social Networking","authors":"Christopher R. Warren, Sophie E. Jané, Sara Carlton, Eugene Kim, M. S. Fiebert","doi":"10.1037/mgr0000080","DOIUrl":"https://doi.org/10.1037/mgr0000080","url":null,"abstract":"The existence of counterproductive work behaviors (CWBs) on social networking websites (SNWs) was investigated. The goal of the study was to determine whether previously validated relationships associated with CWBs, namely, stress, gender, and skill level, could be ascertained via qualitative coding of the public profiles found on SNWs. To record whether accounts of CWBs are displayed on social networking sites, a coding sheet was developed that analyzed public profile pages found on Facebook. Analyses found that more than half (50.54%) of the observed profile pages displayed accounts of CWBs and that each profile, on average, displayed more than 1 CWB-related post (M = 1.39, SD = 1.92). A positive correlation between CWBs and stress, r(184) = .48, p < .001, was also found, suggesting that displays of stress online correspond to higher displays of CWBs. A significant gender difference was also found, t(185) = 3.37, p < .001, which indicated that men, on average, M = 1.93, SD = 2.23, reportedly engage in almost twice as many CWBs compared with women, M = .98, SD = 1.53. Further, when CWBs were compared by skill level, individuals in unskilled jobs reported more CWBs, F(1, 139) = 5.34, p = .022, and stress, F(1, 139) = 3.39, p = .011, than those in skilled jobs. These findings largely support the idea that CWBs can be analyzed through SNWs that provide employers the ability to utilize CWBs as a preemployment screening tool that helps to identify both counterproductive and potentially illegal work behaviors.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2019-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44598890","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"The Goldilocks approach to team conflict: How leaders can maximize innovation and revenue growth.","authors":"M. Seitchik","doi":"10.1037/MGR0000082","DOIUrl":"https://doi.org/10.1037/MGR0000082","url":null,"abstract":"","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2019-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43758051","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Owing to the highly competitive nature of top-level football (i.e., top domestic league or international standard), expert football managers often undergo several disconfirming episodes throughout their careers (e.g., job loss, public criticism, unsuccessful interviews or career moves). However, little is known about how such episodes are experienced and impact identity. Therefore, the following case study aims to explore the effect, if any, disconfirming experiences had on the identities and self-concept of three, unemployed, top-level football managers. Narrative constructs reveal that during disconfirming episodes, managers experience feelings of anger, a loss of self-respect, disappointment, and sadness. Further, they also report how confusion regarding their future career prospects leaves them in a state of limbo (i.e., identity interference), whereby they were unsure as to how, when, or if they should cease their commitment to a valued identity.
{"title":"When the Managerial Merry-Go-Round Stops: A Case Study of How Disconfirming Episodes Affect the Identities of Expert Football Managers","authors":"J. Mills","doi":"10.1037/mgr0000083","DOIUrl":"https://doi.org/10.1037/mgr0000083","url":null,"abstract":"Owing to the highly competitive nature of top-level football (i.e., top domestic league or international standard), expert football managers often undergo several disconfirming episodes throughout their careers (e.g., job loss, public criticism, unsuccessful interviews or career moves). However, little is known about how such episodes are experienced and impact identity. Therefore, the following case study aims to explore the effect, if any, disconfirming experiences had on the identities and self-concept of three, unemployed, top-level football managers. Narrative constructs reveal that during disconfirming episodes, managers experience feelings of anger, a loss of self-respect, disappointment, and sadness. Further, they also report how confusion regarding their future career prospects leaves them in a state of limbo (i.e., identity interference), whereby they were unsure as to how, when, or if they should cease their commitment to a valued identity.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2019-02-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47413101","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
How do we know that what clinicians do in psychotherapy is of therapeutic value to their patients? This article engages in the discourse on treatment outcome from the perspective of clinicians working with a variety of diagnoses and populations, in an individual or group practice, or in a clinic or institution with no time or financial resources allocated for research and evaluation purposes. Psychologists managing a practice or institution are expected to provide scientific evidence of the efficacy and efficiency of psychotherapy. Can they replicate outcome research in their practice? Should they apply a specific method to all patients with the same symptoms or tailor interventions to each person? Should they implement state and trait theoretical principles or follow their judgment on treatment decision-making? The author reflects on these questions through the prism of her work as a clinician, director of inpatient and outpatient settings, and supervisor. She reviews literature in support of different methodologies and theories of psychotherapy and reports her findings on integrating science into praxis. The conclusion points to informed opinions to validate other psychologists’ work, while the field is debating the necessary and sufficient conditions for an integrated or defined approach.
{"title":"Outcome Research, Theory, and Evaluation of Psychotherapy in Praxis","authors":"H. Mendelberg","doi":"10.1037/mgr0000076","DOIUrl":"https://doi.org/10.1037/mgr0000076","url":null,"abstract":"How do we know that what clinicians do in psychotherapy is of therapeutic value to their patients? This article engages in the discourse on treatment outcome from the perspective of clinicians working with a variety of diagnoses and populations, in an individual or group practice, or in a clinic or institution with no time or financial resources allocated for research and evaluation purposes. Psychologists managing a practice or institution are expected to provide scientific evidence of the efficacy and efficiency of psychotherapy. Can they replicate outcome research in their practice? Should they apply a specific method to all patients with the same symptoms or tailor interventions to each person? Should they implement state and trait theoretical principles or follow their judgment on treatment decision-making? The author reflects on these questions through the prism of her work as a clinician, director of inpatient and outpatient settings, and supervisor. She reviews literature in support of different methodologies and theories of psychotherapy and reports her findings on integrating science into praxis. The conclusion points to informed opinions to validate other psychologists’ work, while the field is debating the necessary and sufficient conditions for an integrated or defined approach.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48980877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We analyzed the role of three organizational stressors, organizational change, perceptions of politics, and interpersonal conflict at work on the relationship between leader member exchange (LMX) and turnover intention. Our contention is that LMX reduces various organizational stressors and, through that reduction, reduces turnover intention. We tested our model using 281 respondents from a diverse set of organizations. Results indicated that each stressor partially mediated the LMX–turnover intention relationship. In light of the findings, we recommend managers take efforts to develop strong LMX relationships and reduce the level of organizational stressors through appropriate information sharing.
{"title":"The Mediating Role of Workplace Attitudes on the Leader–Member Exchange—Turnover Intention Relationship","authors":"J. Muldoon, Shawn M. Keough, S. Lovett","doi":"10.1037/mgr0000079","DOIUrl":"https://doi.org/10.1037/mgr0000079","url":null,"abstract":"We analyzed the role of three organizational stressors, organizational change, perceptions of politics, and interpersonal conflict at work on the relationship between leader member exchange (LMX) and turnover intention. Our contention is that LMX reduces various organizational stressors and, through that reduction, reduces turnover intention. We tested our model using 281 respondents from a diverse set of organizations. Results indicated that each stressor partially mediated the LMX–turnover intention relationship. In light of the findings, we recommend managers take efforts to develop strong LMX relationships and reduce the level of organizational stressors through appropriate information sharing.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47571449","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
C. Sousa, Hugo Palácios, C. Gonçalves, Joaquim Santana Fernandes, G. Gonçalves
The current organizational environment, characterized by uncertainty, requires the need for comprehending a complex set of variables and relations. Understanding, decision-making, and judging of information are daily processes that managers perform; these processes are often influenced by individual characteristics in terms of information processing. Among the several determining attributes of managers’ performance presented in the literature is the need for cognition. Despite its importance, studies with samples of Portuguese managers are still scarce, so that through a sample of 442 managers who are members of the executive body of Portuguese microenterprises, this study examined (a) the factor structure of the Need for Cognition Scale–18 items (Cacioppo & Petty, 1982), (b) the scale’s reliability, and (c) the invariance of its factor structure across gender and across professional activity (through a sample of nonmanagers, n = 344). Our analyses support a structure with three factors (Commitment of Cognitive Effort, Preference for Complexity, and Desire for Understanding), with good reliability and validity. The Scale showed variance between genders and between samples, which makes it less generalizable and more susceptible to population type. We also found significant differences in the levels of need for cognition between genders, in the factors Commitment of Cognitive Effort and Preference for Complexity. The sample of managers had significantly higher levels of need for cognition compared with the sample of nonmanagers. Collectively, these findings provide compelling evidence in support of the Need for Cognition Scale for managers and other professionals. However, more research is warranted to investigate the scale measurement invariance.
{"title":"Need for Cognition in a Portuguese Managers Sample: Invariance Across Gender and Professional Activity","authors":"C. Sousa, Hugo Palácios, C. Gonçalves, Joaquim Santana Fernandes, G. Gonçalves","doi":"10.1037/mgr0000077","DOIUrl":"https://doi.org/10.1037/mgr0000077","url":null,"abstract":"The current organizational environment, characterized by uncertainty, requires the need for comprehending a complex set of variables and relations. Understanding, decision-making, and judging of information are daily processes that managers perform; these processes are often influenced by individual characteristics in terms of information processing. Among the several determining attributes of managers’ performance presented in the literature is the need for cognition. Despite its importance, studies with samples of Portuguese managers are still scarce, so that through a sample of 442 managers who are members of the executive body of Portuguese microenterprises, this study examined (a) the factor structure of the Need for Cognition Scale–18 items (Cacioppo & Petty, 1982), (b) the scale’s reliability, and (c) the invariance of its factor structure across gender and across professional activity (through a sample of nonmanagers, n = 344). Our analyses support a structure with three factors (Commitment of Cognitive Effort, Preference for Complexity, and Desire for Understanding), with good reliability and validity. The Scale showed variance between genders and between samples, which makes it less generalizable and more susceptible to population type. We also found significant differences in the levels of need for cognition between genders, in the factors Commitment of Cognitive Effort and Preference for Complexity. The sample of managers had significantly higher levels of need for cognition compared with the sample of nonmanagers. Collectively, these findings provide compelling evidence in support of the Need for Cognition Scale for managers and other professionals. However, more research is warranted to investigate the scale measurement invariance.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46762115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This article provides ideas and recommendations for psychologist-managers seeking to transition from the private sector to institutions of higher education. We first describe the differences between the cultures of academia and the private sector and then distinguish between traditional and nontraditional leadership roles at a university or college. We also discuss the challenges and opportunities faced by future academic leaders. Throughout this article, we describe the knowledge and skill sets that make psychologist-managers attractive candidates for campus leadership.
{"title":"Leadership in Higher Education: Opportunities and Challenges for Psychologist-Managers","authors":"Alvin Y. Wang, Christina M. Frederick","doi":"10.1037/mgr0000072","DOIUrl":"https://doi.org/10.1037/mgr0000072","url":null,"abstract":"This article provides ideas and recommendations for psychologist-managers seeking to transition from the private sector to institutions of higher education. We first describe the differences between the cultures of academia and the private sector and then distinguish between traditional and nontraditional leadership roles at a university or college. We also discuss the challenges and opportunities faced by future academic leaders. Throughout this article, we describe the knowledge and skill sets that make psychologist-managers attractive candidates for campus leadership.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46498988","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In this autobiographical sketch, a former journalist describes the trajectory of her decade-long career in the publishing industry to graduate study in clinical psychology and eventual specialization in leadership development, and the coaching of senior business executives representing every global sector and a wide range of industries. Emphasis is placed on early career breaks, the influence of mentors, the importance of maintaining high quality client relationships, and impactful ways to leverage psychology in the workplace—including factors that can influence the development of the next generation of psychologist-managers and external consulting psychologists.
{"title":"An Accidental Psychologist: Abandoning One Career for Another","authors":"Karol M. Wasylyshyn","doi":"10.1037/mgr0000075","DOIUrl":"https://doi.org/10.1037/mgr0000075","url":null,"abstract":"In this autobiographical sketch, a former journalist describes the trajectory of her decade-long career in the publishing industry to graduate study in clinical psychology and eventual specialization in leadership development, and the coaching of senior business executives representing every global sector and a wide range of industries. Emphasis is placed on early career breaks, the influence of mentors, the importance of maintaining high quality client relationships, and impactful ways to leverage psychology in the workplace—including factors that can influence the development of the next generation of psychologist-managers and external consulting psychologists.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47381622","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Many more publications have addressed aspects of the chief executive officer (CEO) role than the chief financial officer (CFO) role. Little research has addressed their relative personality profiles or the purported suitability of CFOs for promotion to the post of CEO. The 16PF Fifth Edition Questionnaire profiles of 2 large CEO (N = 1,670) and CFO (N = 951) samples were compared with national norms and with each other. On average, both samples were more intellectually gifted and emotionally stable than the general population. Compared with CFOs, CEOs were more globally extraverted and independent as well as more abstract thinkers and exhibited greater openness to change. In contrast, the CFOs were more oriented to logic and rules in thinking and decision-making and less patient with others. Implications for CFO success as CEOs were explored as were possible developmental strategies that CEOs could use with the assistance of coaches and psychologist managers.
{"title":"CFO to CEO: Inspiration or Lunacy?","authors":"Ralph A. Mortensen, A. Mead","doi":"10.1037/mgr0000073","DOIUrl":"https://doi.org/10.1037/mgr0000073","url":null,"abstract":"Many more publications have addressed aspects of the chief executive officer (CEO) role than the chief financial officer (CFO) role. Little research has addressed their relative personality profiles or the purported suitability of CFOs for promotion to the post of CEO. The 16PF Fifth Edition Questionnaire profiles of 2 large CEO (N = 1,670) and CFO (N = 951) samples were compared with national norms and with each other. On average, both samples were more intellectually gifted and emotionally stable than the general population. Compared with CFOs, CEOs were more globally extraverted and independent as well as more abstract thinkers and exhibited greater openness to change. In contrast, the CFOs were more oriented to logic and rules in thinking and decision-making and less patient with others. Implications for CFO success as CEOs were explored as were possible developmental strategies that CEOs could use with the assistance of coaches and psychologist managers.","PeriodicalId":44734,"journal":{"name":"Psychologist-Manager Journal","volume":null,"pages":null},"PeriodicalIF":0.6,"publicationDate":"2018-08-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44642151","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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