Pub Date : 2022-11-03DOI: 10.1080/00049530.2022.2138543
M. E. El Keshky
ABSTRACT Objective Few studies have investigated the Dark Triad and its impact on behaviour in Saudi Arabia, mostly due to the lack of validated instruments. The aim of this study was to investigate the psychometric properties of the Dark Triad Dirty Dozen, in the context of Saudi Arabia. Method A sample of 1,329 respondents (59.8% female, mean age = 26.79, SD = 8.47) completed a survey containing the Dark Triad Dirty Dozen (DD), the Corruption Propensity Scale and the Propensity to Morally Disengage scale, as well as a demographics questionnaire. Confirmatory factor analysis, measurement invariance across gender, internal consistency reliability analysis, test–retest reliability analysis, and concurrent and convergent validity analyses were performed to validate the DD. Results The CFA supported a three-factor model with adequate factor loadings ranging between 0.29 and 0.83 and sufficient fit indices. The scale was gender invariant. The internal consistency reliability and test–retest reliability were adequate (0.70–0.86 and 0.58–0.75, respectively). Moderate-to-high Pearson correlations supported the convergent and concurrent validity of the scale. Conclusion The Dark Triad Dirty Dozen is a reliable and valid measure that can be used in Saudi Arabia. Key points What is already known about this topic: (1) In the past two decades, there has been considerable attention in the psychological literature to the Dark Triad personality traits in explaining malicious behaviours. (2) Scales to measure the Dark Triad personality traits in individuals have been developed, among them the Dark Triad Dirty Dozen scale. (3) The Dark Triad Dirty Dozen scale is widely used and has been validated in many countries, but not in Saudi Arabia. What this topic adds: (1) This study presents the results of the first validation of the Dark Triad Dirty Dozen scale in the context of Saudi Arabia. (2) Results of this study confirmed the psychometric properties of the Dark Triad Dirty Dozen scale in Saudi Arabia, joining previous research in other countries. (3) The study results indicate that this scale is a valid and reliable tool for practitioners and researchers to assess the Dark Triad personality traits in Saudis.
{"title":"Psychometric properties of an Arabic Version of the Dark Triad Dirty Dozen Scale","authors":"M. E. El Keshky","doi":"10.1080/00049530.2022.2138543","DOIUrl":"https://doi.org/10.1080/00049530.2022.2138543","url":null,"abstract":"ABSTRACT Objective Few studies have investigated the Dark Triad and its impact on behaviour in Saudi Arabia, mostly due to the lack of validated instruments. The aim of this study was to investigate the psychometric properties of the Dark Triad Dirty Dozen, in the context of Saudi Arabia. Method A sample of 1,329 respondents (59.8% female, mean age = 26.79, SD = 8.47) completed a survey containing the Dark Triad Dirty Dozen (DD), the Corruption Propensity Scale and the Propensity to Morally Disengage scale, as well as a demographics questionnaire. Confirmatory factor analysis, measurement invariance across gender, internal consistency reliability analysis, test–retest reliability analysis, and concurrent and convergent validity analyses were performed to validate the DD. Results The CFA supported a three-factor model with adequate factor loadings ranging between 0.29 and 0.83 and sufficient fit indices. The scale was gender invariant. The internal consistency reliability and test–retest reliability were adequate (0.70–0.86 and 0.58–0.75, respectively). Moderate-to-high Pearson correlations supported the convergent and concurrent validity of the scale. Conclusion The Dark Triad Dirty Dozen is a reliable and valid measure that can be used in Saudi Arabia. Key points What is already known about this topic: (1) In the past two decades, there has been considerable attention in the psychological literature to the Dark Triad personality traits in explaining malicious behaviours. (2) Scales to measure the Dark Triad personality traits in individuals have been developed, among them the Dark Triad Dirty Dozen scale. (3) The Dark Triad Dirty Dozen scale is widely used and has been validated in many countries, but not in Saudi Arabia. What this topic adds: (1) This study presents the results of the first validation of the Dark Triad Dirty Dozen scale in the context of Saudi Arabia. (2) Results of this study confirmed the psychometric properties of the Dark Triad Dirty Dozen scale in Saudi Arabia, joining previous research in other countries. (3) The study results indicate that this scale is a valid and reliable tool for practitioners and researchers to assess the Dark Triad personality traits in Saudis.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-11-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44822660","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-27DOI: 10.1080/00049530.2022.2136530
Hao Yang, Juan Guo, Y. Wu, Amaryah Hannah Robinson
ABSTRACT Objective The current study attempts to adopt more comprehensive and rigorous methods to deconstruct and confirm the association between guilt and moral dilemma judgements, with the expectation of providing new insights for related research. Methods A total of 170 college participants were employed in separate batches for the experiment, including 53 males and 117 females, ranging from 17 to 28 years old (M = 20.88, SD = 2.29). We first induced guilt in the subjects using recalling and writing tasks and then asked the participants to complete the moral dilemma judgement tasks. Results Results of the analysis using traditional methods showed no association between induced guilt and moral dilemma judgements. However, the results of the process dissociation analysis indicated that induced guilt is related to higher deontological inclination. Moreover, the CNI model analysis revealed that induced guilt has a stronger sensitivity to moral norms. Conclusion Induced guilt was associated with a stronger sensitivity to moral norms, which is reflected in less violation and more compliance with moral norms. There was no direct relation between induced guilt and the sensitivity to consequences and a general preference for action in moral decision-making. KEY POINTS What is already known about this topic: Previous findings on the relation of guilt in moral decision-making were not consistent. The traditional approach treats utilitarianism and deontology as bipolar opposites, which may further confound the relation between guilt and moral decision-making. Numerous studies imply that guilt increases other-oriented empathy and emotional concern for the victims. What this topic adds: Induced Guilt is associated with higher sensitivity to moral norms and will discipline one’s behaviour to be more in line with ethical standards. Induced Guilt is unrelated to utilitarian decisions about the well-being of the majority and is not involved in the inhibition and activation of action. The current study used more comprehensive and rigorous methods to clarify the potential confounding factors.
{"title":"Induced guilt and more self-disciplined moral standards in moral dilemma judgment","authors":"Hao Yang, Juan Guo, Y. Wu, Amaryah Hannah Robinson","doi":"10.1080/00049530.2022.2136530","DOIUrl":"https://doi.org/10.1080/00049530.2022.2136530","url":null,"abstract":"ABSTRACT Objective The current study attempts to adopt more comprehensive and rigorous methods to deconstruct and confirm the association between guilt and moral dilemma judgements, with the expectation of providing new insights for related research. Methods A total of 170 college participants were employed in separate batches for the experiment, including 53 males and 117 females, ranging from 17 to 28 years old (M = 20.88, SD = 2.29). We first induced guilt in the subjects using recalling and writing tasks and then asked the participants to complete the moral dilemma judgement tasks. Results Results of the analysis using traditional methods showed no association between induced guilt and moral dilemma judgements. However, the results of the process dissociation analysis indicated that induced guilt is related to higher deontological inclination. Moreover, the CNI model analysis revealed that induced guilt has a stronger sensitivity to moral norms. Conclusion Induced guilt was associated with a stronger sensitivity to moral norms, which is reflected in less violation and more compliance with moral norms. There was no direct relation between induced guilt and the sensitivity to consequences and a general preference for action in moral decision-making. KEY POINTS What is already known about this topic: Previous findings on the relation of guilt in moral decision-making were not consistent. The traditional approach treats utilitarianism and deontology as bipolar opposites, which may further confound the relation between guilt and moral decision-making. Numerous studies imply that guilt increases other-oriented empathy and emotional concern for the victims. What this topic adds: Induced Guilt is associated with higher sensitivity to moral norms and will discipline one’s behaviour to be more in line with ethical standards. Induced Guilt is unrelated to utilitarian decisions about the well-being of the majority and is not involved in the inhibition and activation of action. The current study used more comprehensive and rigorous methods to clarify the potential confounding factors.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46000683","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-16DOI: 10.1080/00049530.2022.2123282
Grace Claringbold, Nicky Robinson, Jeromy Anglim, Vicki Kavadas, A. Walker, L. Forsyth
ABSTRACT Objective Emergency service workers (i.e., police, fire, ambulance, rescue personnel) are exposed to stressful events that can adversely impact their mental health and well-being. This systematic review investigated (1) what well-being initiatives and interventions have been implemented with Australian and New Zealand emergency service workers, (2) how they have been evaluated, and (3) whether they were effective. Methods A systematic literature search identified 19 peer-reviewed studies eligible for inclusion. Results Eleven studies examined secondary interventions, seven examined primary interventions and only one study examined a tertiary intervention. Most studies measured mental health outcomes (e.g., depression, anxiety). However, some studies used evaluation measures that were not directly related to mental health or well-being (e.g., satisfaction, changes to attitudes). Interventions including physical activity, manager mental health training, social support, psychological debriefing, mindfulness, and an ambulance chaplaincy initiative were found to lead to improvements in mental health and well-being in Australian and New Zealand emergency service workers. Only two ongoing and self-sustaining mental health initiatives were reported. Conclusions Further research is required into primary interventions and organisational-level initiatives to enable a preventative approach to mitigate daily stress and enhance the mental and physical well-being of emergency workers. Key Points What is already known about this topic: Emergency service workers have higher rates of Post-Traumatic Stress Disorder (PTSD), anxiety, and depression than the general population. Evidence based mental health and well-being support is crucial for emergency service workers to ensure they can protect their respective communities effectively. Research focused on the prevalence of mental health issues for emergency workers is well represented in the literature, however, evidence for interventions designed to improve mental health outcomes is scarce. What this topic adds: This review contributes by identifying and evaluating studies focused on mental health and well-being interventions for emergency service workers in Australia and New Zealand. This review distinguished between interventions (programs with defined start and end points) and initiatives (programs that are ongoing and self-sustaining), and only two initiatives were reported. Interventions that led to improvements in mental health and well-being were those related to mindfulness, physical activity, manager mental health training, social support, psychological debriefing, and an ambulance chaplaincy initiative.
{"title":"A systematic review of well-being interventions and initiatives for Australian and New Zealand emergency service workers","authors":"Grace Claringbold, Nicky Robinson, Jeromy Anglim, Vicki Kavadas, A. Walker, L. Forsyth","doi":"10.1080/00049530.2022.2123282","DOIUrl":"https://doi.org/10.1080/00049530.2022.2123282","url":null,"abstract":"ABSTRACT Objective Emergency service workers (i.e., police, fire, ambulance, rescue personnel) are exposed to stressful events that can adversely impact their mental health and well-being. This systematic review investigated (1) what well-being initiatives and interventions have been implemented with Australian and New Zealand emergency service workers, (2) how they have been evaluated, and (3) whether they were effective. Methods A systematic literature search identified 19 peer-reviewed studies eligible for inclusion. Results Eleven studies examined secondary interventions, seven examined primary interventions and only one study examined a tertiary intervention. Most studies measured mental health outcomes (e.g., depression, anxiety). However, some studies used evaluation measures that were not directly related to mental health or well-being (e.g., satisfaction, changes to attitudes). Interventions including physical activity, manager mental health training, social support, psychological debriefing, mindfulness, and an ambulance chaplaincy initiative were found to lead to improvements in mental health and well-being in Australian and New Zealand emergency service workers. Only two ongoing and self-sustaining mental health initiatives were reported. Conclusions Further research is required into primary interventions and organisational-level initiatives to enable a preventative approach to mitigate daily stress and enhance the mental and physical well-being of emergency workers. Key Points What is already known about this topic: Emergency service workers have higher rates of Post-Traumatic Stress Disorder (PTSD), anxiety, and depression than the general population. Evidence based mental health and well-being support is crucial for emergency service workers to ensure they can protect their respective communities effectively. Research focused on the prevalence of mental health issues for emergency workers is well represented in the literature, however, evidence for interventions designed to improve mental health outcomes is scarce. What this topic adds: This review contributes by identifying and evaluating studies focused on mental health and well-being interventions for emergency service workers in Australia and New Zealand. This review distinguished between interventions (programs with defined start and end points) and initiatives (programs that are ongoing and self-sustaining), and only two initiatives were reported. Interventions that led to improvements in mental health and well-being were those related to mindfulness, physical activity, manager mental health training, social support, psychological debriefing, and an ambulance chaplaincy initiative.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-10-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49273002","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-03DOI: 10.1080/00049530.2022.2125341
Nicole M. Steele, G. Fogarty, B. Rodgers, P. Butterworth
ABSTRACT Objective Workplace bullying has predominantly been conceptualised and investigated as an individual phenomenon. However, the effects of workplace bullying are not confined to the individual experiencing negative acts. This study analysed the associations of workplace bullying with psychological distress and job satisfaction at two levels of the organisation: the individual and the group. Method Data were obtained from an organisational climate questionnaire administered to 21 Australian Defence Force (ADF) units (N = 3,193). Multilevel modelling was used to examine the hypothesised relationships of workplace bullying with psychological distress and job satisfaction of ADF personnel at both the individual and group levels. Results The association between the individual-level experience of bullying and each individual-level outcome depended on the extent of workplace bullying at the group level. Those working in low-bullying climates had stronger associations between individual-level bullying and mental health and wellbeing. Even when not directly bullied, employees’ levels of reported psychological distress were higher and levels of job satisfaction were lower in high-bullying climates compared to those working in low-bullying climates who had not directly experienced these behaviours. Conclusion Consistent and strong findings at the individual and group level provide convincing evidence that workplace bullying not only affects the mental health and wellbeing of those who personally experience these behaviours but also those who work within that climate. Key Points What is already known about the topic: (1) Workplace bullying has detrimental effects on an individual’s mental health and wellbeing. (2) Fewer studies have explored the impact of bullying on co-workers who were not the direct targets but who work within a high-bullying climate. (3) The effects of bullying on bystanders can also be harmful. What this topic adds: (1) There is a reliable relationship between workplace bullying and the experience of low job satisfaction and psychological distress. (2) Workplace bullying not only affects the mental health and wellbeing of those who personally experience these behaviours but also those who work within high-bullying climates. (3) Monitoring workplace climates will provide organisations with timely evidence of where interventions may be required.
{"title":"The effects of working in a bullying climate on psychological distress and job satisfaction: a multilevel analysis","authors":"Nicole M. Steele, G. Fogarty, B. Rodgers, P. Butterworth","doi":"10.1080/00049530.2022.2125341","DOIUrl":"https://doi.org/10.1080/00049530.2022.2125341","url":null,"abstract":"ABSTRACT Objective Workplace bullying has predominantly been conceptualised and investigated as an individual phenomenon. However, the effects of workplace bullying are not confined to the individual experiencing negative acts. This study analysed the associations of workplace bullying with psychological distress and job satisfaction at two levels of the organisation: the individual and the group. Method Data were obtained from an organisational climate questionnaire administered to 21 Australian Defence Force (ADF) units (N = 3,193). Multilevel modelling was used to examine the hypothesised relationships of workplace bullying with psychological distress and job satisfaction of ADF personnel at both the individual and group levels. Results The association between the individual-level experience of bullying and each individual-level outcome depended on the extent of workplace bullying at the group level. Those working in low-bullying climates had stronger associations between individual-level bullying and mental health and wellbeing. Even when not directly bullied, employees’ levels of reported psychological distress were higher and levels of job satisfaction were lower in high-bullying climates compared to those working in low-bullying climates who had not directly experienced these behaviours. Conclusion Consistent and strong findings at the individual and group level provide convincing evidence that workplace bullying not only affects the mental health and wellbeing of those who personally experience these behaviours but also those who work within that climate. Key Points What is already known about the topic: (1) Workplace bullying has detrimental effects on an individual’s mental health and wellbeing. (2) Fewer studies have explored the impact of bullying on co-workers who were not the direct targets but who work within a high-bullying climate. (3) The effects of bullying on bystanders can also be harmful. What this topic adds: (1) There is a reliable relationship between workplace bullying and the experience of low job satisfaction and psychological distress. (2) Workplace bullying not only affects the mental health and wellbeing of those who personally experience these behaviours but also those who work within high-bullying climates. (3) Monitoring workplace climates will provide organisations with timely evidence of where interventions may be required.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41451220","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-14DOI: 10.1080/00049530.2022.2121177
Chantal Olckers, E. Koekemoer
ABSTRACT With the increased scholarly interest in career success measurements, this study investigated the construct validity and measurement invariance of the Subjective Career Success Inventory. A sample of 736 South African employees participated in the study. Latent variable modelling was performed to estimate and sequentially compare several independent cluster models of confirmatory factor analysis (ICM-CFA) (i.e., unidimensional, first-factor, second-factor, and bifactor models). The results supported the construct validity for an eight-dimensional construct with acceptable convergent and discriminant validity. We found measurement invariance across gender. Task performance was related to the eight subjective career success dimensions, providing evidence of nomological validity. Key points What is already known about this topic: (1) The Subjective Career Success Inventory (SCSI) is increasingly being used to measure subjective career success, but studies reporting comprehensive psychometric properties for the SCSI are scarce. (2) Literature indicates various factorial permutations for the instrument, and limited validation studies have been conducted on the SCSI. (3) Although scholars have argued gender gaps in the experiences of career success, a thorough investigation of the SCSI has not been done to corroborate such differences. What this topic adds: (1) The eight-factor structure of the SCSI was confirmed within the South African context. (2) The SCSI demonstrated invariance between males and females. (3) Task performance was related to the eight SCSI dimensions, providing evidence of nomological validity.
{"title":"Psychometric properties, measurement invariance, and construct validity of the subjective career success inventory","authors":"Chantal Olckers, E. Koekemoer","doi":"10.1080/00049530.2022.2121177","DOIUrl":"https://doi.org/10.1080/00049530.2022.2121177","url":null,"abstract":"ABSTRACT With the increased scholarly interest in career success measurements, this study investigated the construct validity and measurement invariance of the Subjective Career Success Inventory. A sample of 736 South African employees participated in the study. Latent variable modelling was performed to estimate and sequentially compare several independent cluster models of confirmatory factor analysis (ICM-CFA) (i.e., unidimensional, first-factor, second-factor, and bifactor models). The results supported the construct validity for an eight-dimensional construct with acceptable convergent and discriminant validity. We found measurement invariance across gender. Task performance was related to the eight subjective career success dimensions, providing evidence of nomological validity. Key points What is already known about this topic: (1) The Subjective Career Success Inventory (SCSI) is increasingly being used to measure subjective career success, but studies reporting comprehensive psychometric properties for the SCSI are scarce. (2) Literature indicates various factorial permutations for the instrument, and limited validation studies have been conducted on the SCSI. (3) Although scholars have argued gender gaps in the experiences of career success, a thorough investigation of the SCSI has not been done to corroborate such differences. What this topic adds: (1) The eight-factor structure of the SCSI was confirmed within the South African context. (2) The SCSI demonstrated invariance between males and females. (3) Task performance was related to the eight SCSI dimensions, providing evidence of nomological validity.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-09-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42336500","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-01DOI: 10.1080/00049530.2022.2113340
Madison Green, C. McShane, A. Swinbourne
ABSTRACT Objective The current study evaluated whether an active inoculation (interactive skill development) or a passive inoculation message (provision of information) were effective tools for conferring resistance to misinformation about climate science in the context of extreme weather events. Method Participants were randomly assigned to one of the three conditions: a control condition (no training); a passive inoculation condition; or an active inoculation condition. Participants completed demographic questions followed by training or no training and then evaluated a misinformation and factual article for reliability and persuasiveness. Results Participants in the active inoculation condition rated the reliability and persuasiveness of the misinformation article and the reliability of the factual article lower than participants in the control condition. Participants in the passive inoculation training did not rate the reliability and persuasiveness of a misinformation and factual article significantly differently to those in the control condition. When factors such as ideological worldview and climate change beliefs were controlled for however, the inoculation interventions had no significant effect on ratings of reliability and persuasiveness for a misinformation or factual article. Conclusion Inoculation seems to be a promising method of preventing the acceptance of misinformation on climate science. However, this analysis highlights that more investigation is required in order to determine the most effective inoculation training design. KEY POINTS What is already known about this topic: (1) Misinformation about the occurrence of anthropogenic climate change has led to a lack of support for policies which address climate change. (2) Inoculation theory and its application have been extensively studied and are considered an effective method for conferring resistance to persuasion. (3) There is some conflict within the literature as to whether an active or passive inoculation is the most effective method for conferring resistance. What this topic adds: (1) Further evidence for the effectiveness of inoculation interventions in the recent application to climate science misinformation. (2) Active inoculation was more effective than passive inoculation. (3) Need for further evaluation into the mechanisms which facilitate resistance to persuasion and therefore evoke attitude/behaviour change.
{"title":"Active versus passive: evaluating the effectiveness of inoculation techniques in relation to misinformation about climate change","authors":"Madison Green, C. McShane, A. Swinbourne","doi":"10.1080/00049530.2022.2113340","DOIUrl":"https://doi.org/10.1080/00049530.2022.2113340","url":null,"abstract":"ABSTRACT Objective The current study evaluated whether an active inoculation (interactive skill development) or a passive inoculation message (provision of information) were effective tools for conferring resistance to misinformation about climate science in the context of extreme weather events. Method Participants were randomly assigned to one of the three conditions: a control condition (no training); a passive inoculation condition; or an active inoculation condition. Participants completed demographic questions followed by training or no training and then evaluated a misinformation and factual article for reliability and persuasiveness. Results Participants in the active inoculation condition rated the reliability and persuasiveness of the misinformation article and the reliability of the factual article lower than participants in the control condition. Participants in the passive inoculation training did not rate the reliability and persuasiveness of a misinformation and factual article significantly differently to those in the control condition. When factors such as ideological worldview and climate change beliefs were controlled for however, the inoculation interventions had no significant effect on ratings of reliability and persuasiveness for a misinformation or factual article. Conclusion Inoculation seems to be a promising method of preventing the acceptance of misinformation on climate science. However, this analysis highlights that more investigation is required in order to determine the most effective inoculation training design. KEY POINTS What is already known about this topic: (1) Misinformation about the occurrence of anthropogenic climate change has led to a lack of support for policies which address climate change. (2) Inoculation theory and its application have been extensively studied and are considered an effective method for conferring resistance to persuasion. (3) There is some conflict within the literature as to whether an active or passive inoculation is the most effective method for conferring resistance. What this topic adds: (1) Further evidence for the effectiveness of inoculation interventions in the recent application to climate science misinformation. (2) Active inoculation was more effective than passive inoculation. (3) Need for further evaluation into the mechanisms which facilitate resistance to persuasion and therefore evoke attitude/behaviour change.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-09-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49551125","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-13DOI: 10.1080/00049530.2022.2095226
Sarah Fischer, A. Walker
ABSTRACT Objective The Australian work environment is changing rapidly, as employees and leaders are becoming used to a blend between a virtual and face-to-face workplace. In this context, this research aimed to explore how leaders build and sustain trust in the contemporary workplace. Method Critical incident technique was used in interviews with employees and a constructivist grounded theory approach via reflexive and coding thematic analysis was used to interpret the results. Thirty-eight participants were interviewed based on purposive sampling from virtual and face-to-face work environments and were asked about their experiences with trust in direct managers and senior leaders. Results Employing an inductive approach, this research found an explicit behavioural component and an interpersonal relationship component, thus reinforcing organisational trust multidimensionality. The role of communication, exposure and relationships were highlighted as critical in virtual work environments, regardless of leader type. Conclusion Using a qualitative research design enabled greater clarity of what constitutes organisational trust in the contemporary workplace. Implications for organisational trust theory are also discussed. KEY POINTS What is already known about this topic: Trust in the workplace has been difficult to define. Trust in the workplace is essential for organisational performance. Trust between employees and leaders is of particular importance and worth examination. What this topic adds: The work environment has changed forever, and this influences how trust is developed and maintained between employees and leaders. Trust in the contemporary work environment of a blended virtual and face-to-face context comprises a behavioural and relational component. Exposure, communication and strong relationships between employees and leaders are essential for trust in a virtual work context, regardless of leader type.
{"title":"A qualitative exploration of trust in the contemporary workplace","authors":"Sarah Fischer, A. Walker","doi":"10.1080/00049530.2022.2095226","DOIUrl":"https://doi.org/10.1080/00049530.2022.2095226","url":null,"abstract":"ABSTRACT Objective The Australian work environment is changing rapidly, as employees and leaders are becoming used to a blend between a virtual and face-to-face workplace. In this context, this research aimed to explore how leaders build and sustain trust in the contemporary workplace. Method Critical incident technique was used in interviews with employees and a constructivist grounded theory approach via reflexive and coding thematic analysis was used to interpret the results. Thirty-eight participants were interviewed based on purposive sampling from virtual and face-to-face work environments and were asked about their experiences with trust in direct managers and senior leaders. Results Employing an inductive approach, this research found an explicit behavioural component and an interpersonal relationship component, thus reinforcing organisational trust multidimensionality. The role of communication, exposure and relationships were highlighted as critical in virtual work environments, regardless of leader type. Conclusion Using a qualitative research design enabled greater clarity of what constitutes organisational trust in the contemporary workplace. Implications for organisational trust theory are also discussed. KEY POINTS What is already known about this topic: Trust in the workplace has been difficult to define. Trust in the workplace is essential for organisational performance. Trust between employees and leaders is of particular importance and worth examination. What this topic adds: The work environment has changed forever, and this influences how trust is developed and maintained between employees and leaders. Trust in the contemporary work environment of a blended virtual and face-to-face context comprises a behavioural and relational component. Exposure, communication and strong relationships between employees and leaders are essential for trust in a virtual work context, regardless of leader type.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46218353","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-29DOI: 10.1080/00049530.2022.2089052
Claudia Di Fabio, A. Lindell, S. Callinan
ABSTRACT Objective Alcohol research often relies on surveys to assess how much alcohol participants consume. Therefore, improving accuracy in surveys is a priority for researchers. The aim of this study was to assess the relationship between working memory and self-reported alcohol consumption. Method Two hundred and eighty-five respondents (203 female, mean age = 55.60, SD = 7.35) were recruited online to complete three working memory tests and two alcohol consumption measures: one included contextual cues (Within-Location Beverage Specific; WLBS) and the other did not (Graduated Frequency; GF). Results Contrary to expectations, while all respondents reported higher alcohol consumption in response to the WLBS than the GF, those who scored high on working memory measures gained greater benefits from the inclusion of contextual cues than those who scored low. Conclusions Thus, while contextual cues in alcohol consumption surveys elicit higher levels of reported consumption, they may still lead to under-reporting by those with poorer working memories. KEY POINTS What is already known about this topic: People under-report their alcohol consumption Providing contextual cues in surveys can help Working memory influences ability to recallbehaviours like alcohol consumption What this topic adds: Increased contextual cues help those with better working memory While increasing contextual cues increase reported consumption, it does so disproportionately for those with good working memory While increased contextual cues lead to higher reported consumption they may also lead to increased under-reporting of a range of behaviours in those with poor working memory, relative to those who do not have poor working memory.
{"title":"Contextual cues prompt greater improvements in alcohol consumption recall for people with higher working memory capacities","authors":"Claudia Di Fabio, A. Lindell, S. Callinan","doi":"10.1080/00049530.2022.2089052","DOIUrl":"https://doi.org/10.1080/00049530.2022.2089052","url":null,"abstract":"ABSTRACT Objective Alcohol research often relies on surveys to assess how much alcohol participants consume. Therefore, improving accuracy in surveys is a priority for researchers. The aim of this study was to assess the relationship between working memory and self-reported alcohol consumption. Method Two hundred and eighty-five respondents (203 female, mean age = 55.60, SD = 7.35) were recruited online to complete three working memory tests and two alcohol consumption measures: one included contextual cues (Within-Location Beverage Specific; WLBS) and the other did not (Graduated Frequency; GF). Results Contrary to expectations, while all respondents reported higher alcohol consumption in response to the WLBS than the GF, those who scored high on working memory measures gained greater benefits from the inclusion of contextual cues than those who scored low. Conclusions Thus, while contextual cues in alcohol consumption surveys elicit higher levels of reported consumption, they may still lead to under-reporting by those with poorer working memories. KEY POINTS What is already known about this topic: People under-report their alcohol consumption Providing contextual cues in surveys can help Working memory influences ability to recallbehaviours like alcohol consumption What this topic adds: Increased contextual cues help those with better working memory While increasing contextual cues increase reported consumption, it does so disproportionately for those with good working memory While increased contextual cues lead to higher reported consumption they may also lead to increased under-reporting of a range of behaviours in those with poor working memory, relative to those who do not have poor working memory.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42837910","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-23DOI: 10.1080/00049530.2022.2090279
Wenxu Mao, Lingchao Sun, Yixin Hu, Dawei Wang
ABSTRACT Objectives Based on the social information processing theory and impression management theory, we construct a moderated mediation model to explore how and when subordinates’ moqi affects safety behaviour. Methods A questionnaire study was conducted, using cluster random sampling, to select 841 employees from a state-owned petrochemical enterprise in Chinese as the subjects, data was collected in two stages. Subordinates’ moqi, job satisfaction, team psychological safety, and safety behaviour scales are chosen as measuring tools. Results Subordinates’ moqi has positive effects on safety compliance and safety participation; job satisfaction mediates the relationship of subordinates’ moqi and safety compliance, and safety participation; when team psychological safety is at a lower level, subordinates’ moqi has a stronger promotion effect on safety compliance and safety participation through job satisfaction. Conclusions Subordinates’ moqi can be an effect way to promote safety behaviour, and job satisfaction might be a psychological process in the above relation. Team psychological safety plays a moderating role in this mediation process. KEY POINTS What is already known about this topic: There is a limit on the extent to which employees’ safety behaviour can be improved through physical factors (such as safety equipment). Soft factors in organizations, such as leadership styles, leaders’ behaviours, and safety culture have effects on safety behaviour. Subordinates who have a state of moqi with their supervisors can implicitly understand the intention and expectation of their supervisors, and ultimately perform behaviours expected by the supervisors. What this topic adds: The positive relationship between subordinates’ moil and employee safety behaviour is discussed for the first time. We uncovered the psychological process of subordinates’ moqi affecting safety behaviour, that is, the indirect role of job satisfaction. Team psychological safety can moderate the indirect effect of subordinates’ moqi on safety behaviour through job satisfaction.
{"title":"The relationship between subordinates’ moqi and employees’ safety behaviour — a moderated mediation model","authors":"Wenxu Mao, Lingchao Sun, Yixin Hu, Dawei Wang","doi":"10.1080/00049530.2022.2090279","DOIUrl":"https://doi.org/10.1080/00049530.2022.2090279","url":null,"abstract":"ABSTRACT Objectives Based on the social information processing theory and impression management theory, we construct a moderated mediation model to explore how and when subordinates’ moqi affects safety behaviour. Methods A questionnaire study was conducted, using cluster random sampling, to select 841 employees from a state-owned petrochemical enterprise in Chinese as the subjects, data was collected in two stages. Subordinates’ moqi, job satisfaction, team psychological safety, and safety behaviour scales are chosen as measuring tools. Results Subordinates’ moqi has positive effects on safety compliance and safety participation; job satisfaction mediates the relationship of subordinates’ moqi and safety compliance, and safety participation; when team psychological safety is at a lower level, subordinates’ moqi has a stronger promotion effect on safety compliance and safety participation through job satisfaction. Conclusions Subordinates’ moqi can be an effect way to promote safety behaviour, and job satisfaction might be a psychological process in the above relation. Team psychological safety plays a moderating role in this mediation process. KEY POINTS What is already known about this topic: There is a limit on the extent to which employees’ safety behaviour can be improved through physical factors (such as safety equipment). Soft factors in organizations, such as leadership styles, leaders’ behaviours, and safety culture have effects on safety behaviour. Subordinates who have a state of moqi with their supervisors can implicitly understand the intention and expectation of their supervisors, and ultimately perform behaviours expected by the supervisors. What this topic adds: The positive relationship between subordinates’ moil and employee safety behaviour is discussed for the first time. We uncovered the psychological process of subordinates’ moqi affecting safety behaviour, that is, the indirect role of job satisfaction. Team psychological safety can moderate the indirect effect of subordinates’ moqi on safety behaviour through job satisfaction.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44615088","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-04DOI: 10.1080/00049530.2022.2061373
Morgan Weaving, C. Fine, N. Haslam
ABSTRACT Objective After learning of the rape allegation against the Attorney-General, Australians were divided in their support for an inquiry. We hypothesised that motivated reasoning on this issue would be associated with ideological preferences. We therefore examined whether perceptions of arguments about the inquiry could be explained by participants’ political orientation, preference for hierarchy (SDO), and motivation to justify the gender status quo (GSJ). Method Three months after the allegation was made public, we recruited a gender-balanced sample of 554 Australians to complete an online survey. Results Participants believed that an article arguing for an inquiry was stronger than an article arguing against an inquiry. However, this effect was weaker among those on the right of the political spectrum and those high on SDO. Political orientation was also associated with differing evaluations of the article’s authors: left-leaning participants found the pro-inquiry author more credible, but right-leaning participants did not. GSJ was not associated with differing evaluations of the articles or their authors. Conclusions These findings suggest that ideological preferences are associated with motivated reasoning when evaluating partisan allegations of sexual misconduct. Evaluations of such allegations appear to vary according to people’s political attitudes and preferences for social equality or hierarchy. KEY POINTS What is already known about this topic: (1) In early 2021, Australians were deeply divided in their support for an inquiry into the rape allegation against Christian Porter. (2) Individuals tend to respond to political sexual misconduct allegations with a partisan bias. (3) Gender system justification (GSJ) and social dominance orientation (SDO) are associated with the denial of injustice towards women, and the maintenance of social hierarchies, respectively. What this topic adds: (1) Ideological preferences can help to explain how people evaluate arguments about the inquiry. (2) Participants on the political left and those low on SDO evaluated a pro-inquiry article as significantly stronger than the anti-inquiry article, but this effect was reduced amongst those on the right and those high on SDO. (3) These findings provide evidence that political orientation and SDO are associated with motivated reasoning when evaluating partisan allegations of sexual misconduct.
{"title":"Motivated inquiry: ideology shapes responses to the Christian Porter rape allegation","authors":"Morgan Weaving, C. Fine, N. Haslam","doi":"10.1080/00049530.2022.2061373","DOIUrl":"https://doi.org/10.1080/00049530.2022.2061373","url":null,"abstract":"ABSTRACT Objective After learning of the rape allegation against the Attorney-General, Australians were divided in their support for an inquiry. We hypothesised that motivated reasoning on this issue would be associated with ideological preferences. We therefore examined whether perceptions of arguments about the inquiry could be explained by participants’ political orientation, preference for hierarchy (SDO), and motivation to justify the gender status quo (GSJ). Method Three months after the allegation was made public, we recruited a gender-balanced sample of 554 Australians to complete an online survey. Results Participants believed that an article arguing for an inquiry was stronger than an article arguing against an inquiry. However, this effect was weaker among those on the right of the political spectrum and those high on SDO. Political orientation was also associated with differing evaluations of the article’s authors: left-leaning participants found the pro-inquiry author more credible, but right-leaning participants did not. GSJ was not associated with differing evaluations of the articles or their authors. Conclusions These findings suggest that ideological preferences are associated with motivated reasoning when evaluating partisan allegations of sexual misconduct. Evaluations of such allegations appear to vary according to people’s political attitudes and preferences for social equality or hierarchy. KEY POINTS What is already known about this topic: (1) In early 2021, Australians were deeply divided in their support for an inquiry into the rape allegation against Christian Porter. (2) Individuals tend to respond to political sexual misconduct allegations with a partisan bias. (3) Gender system justification (GSJ) and social dominance orientation (SDO) are associated with the denial of injustice towards women, and the maintenance of social hierarchies, respectively. What this topic adds: (1) Ideological preferences can help to explain how people evaluate arguments about the inquiry. (2) Participants on the political left and those low on SDO evaluated a pro-inquiry article as significantly stronger than the anti-inquiry article, but this effect was reduced amongst those on the right and those high on SDO. (3) These findings provide evidence that political orientation and SDO are associated with motivated reasoning when evaluating partisan allegations of sexual misconduct.","PeriodicalId":8871,"journal":{"name":"Australian Journal of Psychology","volume":null,"pages":null},"PeriodicalIF":2.7,"publicationDate":"2022-05-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43532233","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：