Leaders and the punishment of misconduct: Examining the roles of leader moral identity and cognitive load.

Moral identity, a construct that captures how individuals view themselves relative to moral attributes, has received widespread attention in the organizational sciences. This article builds on the existing moral identity literature by examining the mechanisms and boundary conditions of leader moral identity's impact on the punishment of misconduct. Drawing on multiple literatures, we specifically argue that leader moral identity is positively related to the punishment of misconduct under the condition of higher cognitive load. Furthermore, we identify moral anger as a key mechanism. The theorized model was tested across three studies: a study of civil judges' court rulings (Study 1), a study of managers' tendencies to punish their employees' misconduct (Study 2), and an experiment that manipulated cognitive load while testing the intermediary role of moral anger (Study 3). Results offered convergent support for our model, shedding new light on the impact of moral identity on leaders in the workplace. Implications for theory and practice are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Compassion during difficult times: Team compassion behavior, suffering, supervisory dependence, and employee voice during COVID-19.

We draw from conservation of resources theory to examine how employees' assessments of coronavirus disease (COVID-19) event strength may threaten their existing resources and their subsequent dependence on their supervisors, as well as voice behaviors that are critical to the organization's survival in a disruptive environment. We propose that assessments of COVID-19 as a strong event are positively related to employees' suffering, in turn increasing their sense of dependence on their supervisors and ultimately reducing their tendencies to display promotive and prohibitive voice. Furthermore, we propose that team compassion behavior can mitigate these negative indirect effects of COVID-19 event strength on employee voice by attenuating the positive effect of COVID-19 event strength on individual suffering. We designed a six-wave, multisource, time-lagged field study in a hotel chain based in a Southeast Asian country to capture employees' and supervisors' perceptions and behaviors before the onset of the pandemic (T1) and then following the country's COVID-19 mandatory stay-at-home order (T2-T6). Our results highlight the impact of the COVID-19 pandemic on employee-supervisor relationships, and the critical role of team compassion behavior as a contextual moderator to reduce the indirect negative effect of COVID-19 event strength on employee voice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Validation of negativity: Drawbacks of interpersonal responsiveness during conflicts with outsiders.

The current research included 7 studies testing a model of interpersonal processes when people disclose to their close relationship partners ("confidants") about their conflicts involving adversaries outside the dyad. The model posits that confidants who feel close to disclosers tend to adopt goals to be responsive to disclosers during these interactions, which motivates them to validate disclosers' negativity toward their adversaries. Disclosers interpret this validation of negativity as responsive, which motivates them to continue confiding in these confidants, but also respond to this behavior with more negative moral evaluations of their adversaries, reduced willingness to forgive their adversaries, and reduced commitment to maintaining a relationship with their adversaries. Results of 3 cross-sectional studies, 3 experiments, and a behavioral observation study support this model. This research suggests potential drawbacks of partner responsiveness during discussions of conflicts, and suggests processes through which people reward, draw closer to, and depend on partners who validate negativity and, consequently, undermine conflict resolution with others. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

"Hot Seat" Simulation Model for Conflict Resolution: A Pilot Study.

BACKGROUND: Unresolved conflicts in health care threaten both clinician morale and quality of patient care. We piloted a training model that targeted clinicians' conflict resolution skills. METHODS: Sixty clinicians from local hospitals were randomized into an intervention group (n = 30), completing a 3-hour conflict resolution training session, and a control group (n = 30) without training. The training included facilitated practice with actors, coaching, and feedback. Evaluation of 60 participants' conflict resolution skills was done in videotaped simulations with actors portraying interprofessional colleagues. Global ratings and checklist items developed for assessing clinicians' performance mirrored steps in the conflict communication model. RESULTS: The intervention group's performance exceeded the control group on global scores, 7.2 of 10 (SD = 1.6) versus 5.6 (SD = 1.5), p < .05, and checklist scores, 9.3 of 11 (SD = 2.9) versus 7.9 (SD = 1.5), p < .05. Two checklist items showed statistically significant differences: (1) subjects opened the dialogue on a neutral ground before jumping into conflict discussions (intervention: 97% and control: 73%, p < .05) and (2) subjects elicited the colleague's story before sharing their own story (intervention: 70% and control: 27%, p < .05). CONCLUSIONS: The pilot results suggest that a health care-specific approach to conflict resolution can be effectively taught through facilitated practice, coaching, and feedback.

Power as an emotional liability: Implications for perceived authenticity and trust after a transgression.

People may express a variety of emotions after committing a transgression. Through 6 empirical studies and a meta-analysis, we investigate how the perceived authenticity of such emotional displays and resulting levels of trust are shaped by the transgressor's power. Past findings suggest that individuals with power tend to be more authentic because they have more freedom to act on the basis of their own personal inclinations. Yet, our findings reveal that (a) a transgressor's display of emotion is perceived to be less authentic when that party's power is high rather than low; (b) this perception of emotional authenticity, in turn, directly influences (and mediates) the level of trust in that party; and (c) perceivers ultimately exert less effort when asked to make a case for leniency toward high rather than low-power transgressors. This tendency to discount the emotional authenticity of the powerful was found to arise from power increasing the transgressor's perceived level of emotional control and strategic motivation, rather than a host of alternative mechanisms. These results were also found across different types of emotions (sadness, anger, fear, happiness, and neutral), expressive modalities, operationalizations of the transgression, and participant populations. Altogether, our findings demonstrate that besides the wealth of benefits power can afford, it also comes with a notable downside. The findings, furthermore, extend past research on perceived emotional authenticity, which has focused on how and when specific emotions are expressed, by revealing how this perception can depend on considerations that have nothing to do with the expression itself. (PsycINFO Database Record

How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment.

In this article we employ a trait activation framework to examine how unfairness perceptions influence narcissistic leaders' self-interested behavior, and the downstream implications of these effects for employees' pro-social and voice behaviors. Specifically, we propose that narcissistic leaders are particularly likely to engage in self-interested behavior when they perceive that their organizations treat them unfairly, and that this self-interested behavior in turn decreases followers' pro-social behavior and voice. Data from a multisource, time-lagged survey of 211 team leaders and 1,205 subordinates provided support for the hypothesized model. Implications for theory and practice are discussed. (PsycINFO Database Record

Individual, interpersonal, and organisational factors of healthcare conflict: A scoping review.

Unresolved conflicts among healthcare professionals can lead to difficult patient care consequences. This scoping review examines the current healthcare literature that reported sources and consequences of conflict associated with individual, interpersonal, and organisational factors. We identified 99 articles published between 2001 and 2015 from PubMed, Cumulative Index to Nursing and Allied Health Literature, and Excerpta Medical Database. Most reviewed studies relied on healthcare professionals' perceptions and beliefs associated with conflict sources and consequences, with few studies reporting behavioural or organisational change outcomes. Individual conflict sources included personal traits, such as self-focus, self-esteem, or worldview, as well as individuals' conflict management styles. These conflicts posed threats to one's physical, mental, and emotional health and to one's ability to perform at work. Interpersonal dynamics were hampered by colleagues' uncivil behaviours, such as low degree of support, to more destructive behaviours including bullying or humiliation. Perceptions of disrespectful working environment and weakened team collaboration were the main interpersonal conflict consequences. Organisational conflict sources included ambiguity in professional roles, scope of practice, reporting structure, or workflows, negatively affecting healthcare professionals' job satisfactions and intent to stay. Future inquiries into healthcare conflict research may target the following: shifting from research involving single professions to multiple professions; dissemination of studies via journals that promote interprofessional research; inquiries into the roles of unconscious or implicit bias, or psychological capital (i.e., resilience) in healthcare conflict; and diversification of data sources to include hospital or clinic data with implications for conflict sources.

Out of control: A self-control perspective on the link between surface acting and abusive supervision.

In this study, we examined how leaders' customer interactions influence their tendency to abuse their followers. Specifically, we drew from ego-depletion theory to suggest that surface acting during customer interactions depletes leaders of their self-control resources, resulting in elevated levels of abusive supervision. Furthermore, we hypothesized that the effect of surface acting on abusive supervision is moderated by leaders' trait self-control, such that leaders with high trait self-control will be less affected by the depleting effects of surface acting than their peers. Results from a multiwave, multisource leader-follower dyad study in the service and sales industries provided support for our hypotheses. This research contributes to several literatures, particularly to an emerging area of study--the antecedents of leaders' abusive behaviors.

The emergence of sex differences in personality traits in early adolescence: A cross-sectional, cross-cultural study.

Although large international studies have found consistent patterns of sex differences in personality traits among adults (i.e., women scoring higher on most facets), less is known about cross-cultural sex differences in adolescent personality and the role of culture and age in shaping them. The present study examines the NEO Personality Inventory-3 (McCrae, Costa, & Martin, 2005) informant ratings of adolescents from 23 cultures (N = 4,850), and investigates culture and age as sources of variability in sex differences of adolescents' personality. The effect for Neuroticism (with females scoring higher than males) begins to take on its adult form around age 14. Girls score higher on Openness to Experience and Conscientiousness at all ages between 12 and 17 years. A more complex pattern emerges for Extraversion and Agreeableness, although by age 17, sex differences for these traits are highly similar to those observed in adulthood. Cross-sectional data suggest that (a) with advancing age, sex differences found in adolescents increasingly converge toward adult patterns with respect to both direction and magnitude; (b) girls display sex-typed personality traits at an earlier age than boys; and (c) the emergence of sex differences was similar across cultures. Practical implications of the present findings are discussed. (PsycINFO Database Record (c) 2015 APA, all rights reserved).

Morning employees are perceived as better employees: employees' start times influence supervisor performance ratings.

In this research, we draw from the stereotyping literature to suggest that supervisor ratings of job performance are affected by employees' start times-the time of day they first arrive at work. Even when accounting for total work hours, objective job performance, and employees' self-ratings of conscientiousness, we find that a later start time leads supervisors to perceive employees as less conscientious. These perceptions in turn cause supervisors to rate employees as lower performers. In addition, we show that supervisor chronotype acts as a boundary condition of the mediated model. Supervisors who prefer eveningness (i.e., owls) are less likely to hold negative stereotypes of employees with late start times than supervisors who prefer morningness (i.e., larks). Taken together, our results suggest that supervisor ratings of job performance are susceptible to stereotypic beliefs based on employees' start times. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

The road to forgiveness: a meta-analytic synthesis of its situational and dispositional correlates.

Forgiveness has received widespread attention among psychologists from social, personality, clinical, developmental, and organizational perspectives alike. Despite great progress, the forgiveness literature has witnessed few attempts at empirical integration. Toward this end, we meta-analyze results from 175 studies and 26,006 participants to examine the correlates of interpersonal forgiveness (i.e., forgiveness of a single offender by a single victim). A tripartite forgiveness typology is proposed, encompassing victims' (a) cognitions, (b) affect, and (c) constraints following offense, with each consisting of situational and dispositional components. We tested hypotheses with respect to 22 distinct constructs, as correlates of forgiveness, that have been measured across different fields within psychology. We also evaluated key sample and study characteristics, including gender, age, time, and methodology as main effects and moderators. Results highlight the multifaceted nature of forgiveness. Variables with particularly notable effects include intent (r = -.49), state empathy (r = .51), apology (r = .42), and state anger (r = -.41). Consistent with previous theory, situational constructs are shown to account for greater variance in forgiveness than victim dispositions, although within-category differences are considerable. Sample and study characteristics yielded negligible effects on forgiveness, despite previous theorizing to the contrary: The effect of gender was nonsignificant (r = .01), and the effect of age was negligible (r = .06). Preliminary evidence suggests that methodology may exhibit some moderating effects. Scenario methodologies led to enhanced effects for cognitions; recall methodologies led to enhanced effects for affect.

Psychology of learning: a new approach to study behavior of Rhodnius prolixus stal under laboratory conditions.

Conditioning methodologies associated with the psychology of learning are suggested as a new strategy to investigate behavior of the assassin bug Rhodnius prolixus, which is the main vector of Chagas disease in Venezuela. Chagas disease is the fourth leading cause of death in Latin America, as it causes severe chronic illness and approximately 43,000 deaths per year. To illustrate this strategy, two preliminary experiments are reported. In the first, Pavlovian conditioning was examined by pairing an olfactory conditioned stimulus with a temperature unconditioned stimulus. A temperature of 42 degrees C elicits a complex behavioral sequence in R. prolixus consisting of proboscis extension and crawling. Over the course of 12 training trials, this behavioral sequence was not elicited by an olfactory conditioned stimulus. In the second experiment, a latent inhibition paradigm was used to pre-expose R. prolixus to an olfactory conditioned stimulus before pairing the odor with temperature. Over the course of training, an effect of pre-exposure was found. Suggestions for research are discussed and potential conditioned and unconditioned stimuli identified.