Displaying fairness while delivering bad news: Testing the effectiveness of organizational bad news training in the layoff context.

Although giving bad news at work is a stressful experience, managers are often underprepared for this challenging task. As a solution, we introduce organizational bad news training that integrates (a) principles of delivering bad news from the context of health care (i.e., bad news delivery component), and (b) principles of organizational justice theory (i.e., fairness component). We argue that both the formal and fair delivery of bad news at work can be enhanced with the help of training to mitigate distress both for the messenger and the recipient. We tested the effectiveness of training for the delivery of a layoff as a typical bad news event at work. In 2 studies, we compared the performance of a training group (receiving both components of training) with that of a control group (Study 1, Study 2) and a basics group (receiving the bad news delivery component only; Study 2) during a simulated dismissal notification meeting. In general, the results supported our hypotheses: Training improved the formal delivery of bad news and predicted indicators of procedural fairness during the conversation in both studies. In Study 2, we also considered layoff victims' negativity after the layoff and found that training significantly reduced negative responses. This relationship was fully mediated by layoff victims' fairness perceptions. Despite preparation, however, giving bad news remained a challenging task in both studies. In summary, we recommend that organizations provide managers with organizational bad news training in order to promote professional and fair bad news conversations at work. (PsycINFO Database Record

The direction of masked auditory category priming correlates with participants' prime discrimination ability.

Semantic priming refers to the phenomenon that participants typically respond faster to targets following semantically related primes as compared to semantically unrelated primes. In contrast, Wentura and Frings (2005) found a negatively signed priming effect (i.e., faster responses to semantically unrelated as compared to semantically related targets) when they used (a) a special masking technique for the primes and (b) categorically related prime-target-pairs (e.g., fruit-apple). The negatively signed priming effect was most pronounced for participants with random prime discrimination performance, whereas participants with high prime discrimination performance showed a positive effect. In the present study we analyzed the after-effects of masked category primes in audition. A comparable pattern of results as in the visual modality emerged: The poorer the individual prime discrimination, the more negative is the semantic priming effect. This result is interpreted as evidence for a common mechanism causing the semantic priming effect in vision as well as in audition instead of a perceptual mechanism only working in the visual domain.