Sample records for job performance prosocial
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Nesje, Kjersti
2015-01-01
This study investigated how prosocial motivation reported by nursing students in their final year of academic studies relates to career commitment and job involvement three years after graduation. Most studies investigating nurses' prosocial motivation for choosing the nursing profession examine only their prosocial motivation for entering nursing training; they do not investigate whether this motivation is associated with job involvement or commitment to the profession. A longitudinal survey design was used. The present longitudinal study included 160 nurses. In their final academic year of spring 2007, the nurses received a questionnaire about their motivation for entering nursing. Three years after graduation, spring 2010, they received another questionnaire about their level of job involvement and career commitment. The results showed that prosocial motivation measured in their last academic year was related to career commitment three years after graduation, but unrelated to job involvement. The results indicated that prosocial motivation is important in identifying with the profession but not necessarily for personal involvement in the job. The study gives important knowledge on how a commonly reported motivation for entering nursing relates to the nurses' attitudes about their work life. © 2014 John Wiley & Sons Ltd.
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De Dreu, Carsten K W; Nauta, Aukje
2009-07-01
In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.
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Kim, Young Shin
2015-01-01
Employees work attitudes are key determinants to organizational performance. This article proposes a model integrating servant leadership, prosocial motivation, and corporate social responsibility (CSR) in order to explain a mechanism through which prosocial motivation plays a central role in enhanding physicians' work attitudes. A cross sectional survey from a sample of physicians indicates that (1) prosocial motivation can be shaped from servant leadership when physicians perceive high value fit with their supervisors, (2) prosocial motivation improves physicians' job satisfaction. Its effects is strengthened when physicians perceive high CSR, and (3) job satisfaction improves organizational commitment. The results provide meaningful insights that a triple synergy of prosocial orientation among physicians, supervisors and organization enhances physicians' work attitudes.
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Directory of Open Access Journals (Sweden)
Singgih Widodo
2015-12-01
Full Text Available The study is aimed at investigating the correlation between the pro-social intention and the job satisfaction of Gadjah Mada University Librarians. The subjects of the study are 70 librarians of Gadjah Mada University. The data is collected using Pro-social Intention Scale, Job Satisfaction Scale and questionnaire. An interview is also conducted with some of the subjects and users to gain a deeper understanding of quantitative analysis results. The first hypothesis of the study suggests that the pro-social intention is positively correlated to the job satisfaction. The higher is the pro-social intention, the higher the job satisfaction is. The results of Pearson product moment correlation analysis indicate that the correlation coefficient between the pro-social intention and the job satisfaction is r = 0,481, p< 0,01. It means that there is a significant correlation between the pro-social intention and the job satisfaction. The second hypothesis suggests that controlling the factors of age and position, the pro-social intention remains positively correlated to the job satisfaction. It is tested using partial correlation analysis. The results of the analysis is r = 0,437, p
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Grant, Adam M; Wrzesniewski, Amy
2010-01-01
Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance. Copyright 2009 APA, all rights reserved.
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Grant, Adam M; Sumanth, John J
2009-07-01
The authors propose that in mission-driven organizations, prosocially motivated employees are more likely to perform effectively when trust cues enhance their perceptions of task significance. The authors develop and test a model linking prosocial motivation, trust cues, task significance, and performance across 3 studies of fundraisers using 3 different objective performance measures. In Study 1, perceiving managers as trustworthy strengthened the relationship between employees' prosocial motivation and performance, measured in terms of calls made. This moderated relationship was mediated by employees' perceptions of task significance. Study 2 replicated the interaction of manager trustworthiness and prosocial motivation in predicting a new measure of performance: dollars raised. It also revealed 3-way interactions between prosocial motivation, manager trustworthiness, and dispositional trust propensity, such that high trust propensity compensated for low manager trustworthiness to strengthen the association between employees' prosocial motivation and performance. Study 3 replicated all of the previous mediation and moderation findings in predicting initiative taken by professional fundraisers. Implications for work motivation, work design, and trust in organizations are discussed.
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Precedents and consequences of prosocial behaviors of voice and silence
Directory of Open Access Journals (Sweden)
Alicia Omar
2015-09-01
Full Text Available Prosocial behavior is that which that encourages solidarity and harmony in interpersonal relationships, and produce personal or collective benefits. Although early research on job prosociality was focused on the study of conventional behaviors such as help, courtesy and sportsmanship, the identification and operationalization of new dimensions is rapidly expanding this nomological network. Such is the case of prosocial voice and prosocial silence, recently introduced in the scientific literature. The aim of this study is to explore possible relationships between employee’s voice and employee’s silence, and their personality structure; and examine the role of interpersonal justice perceptions on such relationships. We worked with a sample of 316 employees- aged 37 years and holding a 4.2-year signority working at public and private companies in southern and central Rosario (Argentina. The subjects completed Colquitt’ Justice Organizational Scale, Eysenck Personality Questionnaire, and Van Dyne’s Prosocial Voice and Prosocial Silence Scales. Extraversion and neuroticism emerged as the strongest predictors of prosocial voice and prosocial silence, respectively. Interpersonal justice perceptions emerged as moderators of the ‘natural’ tendency of extraverted workers to engage in prosocial voice, and emotionally controlled workers to engage in prosocial silence. Such findings would indicate that the promotion of high levels of interpersonal justice on job contexts could help workers to engage in more prosocial behavior with positive effects for the organization.
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Prosocial bonuses increase employee satisfaction and team performance.
Directory of Open Access Journals (Sweden)
Lalin Anik
Full Text Available In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses--shifting the focus from the self to others--can produce measurable benefits for employees and organizations.
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Prosocial Bonuses Increase Employee Satisfaction and Team Performance
Anik, Lalin; Aknin, Lara B.; Norton, Michael I.; Dunn, Elizabeth W.; Quoidbach, Jordi
2013-01-01
In three field studies, we explore the impact of providing employees and teammates with prosocial bonuses, a novel type of bonus spent on others rather than on oneself. In Experiment 1, we show that prosocial bonuses in the form of donations to charity lead to happier and more satisfied employees at an Australian bank. In Experiments 2a and 2b, we show that prosocial bonuses in the form of expenditures on teammates lead to better performance in both sports teams in Canada and pharmaceutical sales teams in Belgium. These results suggest that a minor adjustment to employee bonuses – shifting the focus from the self to others – can produce measurable benefits for employees and organizations. PMID:24058691
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Xiao, Fengqiu; Zheng, Zhiwei; Zhang, Heyi; Xin, Ziqiang; Chen, Yinghe; Li, Yiwei
2016-01-01
Prosocial behavior refers to a broad category of actions that benefit other people or the society. Compared with other factors that affect prosocial performance, prosocial outcomes, consisting of prosocial gains and prosocial non-losses have received less attention up to now. In the current research, we explored the influences of different types of expected outcomes and regulatory focus on prosocial performance. Studies 1a and 1b examined the differences in prosocial performance elicited by prosocial gain (e.g., enhancing others’ access to clean water) and prosocial non-loss outcomes (e.g., protecting others from suffering dirty water). We found that the expected prosocial non-loss outcomes induced greater prosocial performance compared with the expected prosocial gain outcomes. Studies 2a and 2b examined the effects of dispositional and situational regulatory focus on prosocial loss aversion. We found that differences in prosocial performance between two expected prosocial outcomes were reduced when promotion focus was primed; whereas a primed prevention focus did not significantly increase this difference. Additionally, participants displayed a greater prosocial loss aversion in the prevention focus condition than in the promotion focus condition. The reason for the non-significant interaction between regulatory focus and expected prosocial outcome was discussed. PMID:27824909
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Directory of Open Access Journals (Sweden)
Fengqiu Xiao
Full Text Available Prosocial behavior refers to a broad category of actions that benefit other people or the society. Compared with other factors that affect prosocial performance, prosocial outcomes, consisting of prosocial gains and prosocial non-losses have received less attention up to now. In the current research, we explored the influences of different types of expected outcomes and regulatory focus on prosocial performance. Studies 1a and 1b examined the differences in prosocial performance elicited by prosocial gain (e.g., enhancing others' access to clean water and prosocial non-loss outcomes (e.g., protecting others from suffering dirty water. We found that the expected prosocial non-loss outcomes induced greater prosocial performance compared with the expected prosocial gain outcomes. Studies 2a and 2b examined the effects of dispositional and situational regulatory focus on prosocial loss aversion. We found that differences in prosocial performance between two expected prosocial outcomes were reduced when promotion focus was primed; whereas a primed prevention focus did not significantly increase this difference. Additionally, participants displayed a greater prosocial loss aversion in the prevention focus condition than in the promotion focus condition. The reason for the non-significant interaction between regulatory focus and expected prosocial outcome was discussed.
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2011-08-01
satisfaction), it is influenced by a variety of factors including affect , cognitions , and behaviors (Weiss, 2002; Weiss, Nicholas, & Daus, 1999). Research...more prosocial behaviors such as assisting coworkers. Job Involvement. Job involvement refers to the degree to which one psychologically...variations in affective experiences over time. Organizational Behavior and Human Decision Processes, 78, 1- 24. doi: 10.1006/obhd.1999.2824 Wong, L
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Job control and coworker support improve employee job performance.
Nagami, Makiko; Tsutsumi, Akizumi; Tsuchiya, Masao; Morimoto, Kanehisa
2010-01-01
We examined the prospective association of psychosocial job characteristics with employee job performance among 777 full-time employees at a manufacturing company in Japan, using data from a one-year follow-up survey. Psychosocial job characteristics were measured by the Job Content Questionnaire in 2008; job performance was evaluated using the item from the World Mental Health Survey Instrument in 2008 and 2009. The association between psychosocial job characteristics and job performance was tested using multiple regression analysis, controlling for demographic variables, work status, average working hours per day, job type and job performance in 2008. Job control and coworker support in 2008 were positively related to job performance in 2009. Stratified analyses revealed that job control for staff and coworker support for managers were positively related to job performance in 2009. These associations were prominent among men; however, supervisor support in 2008 was negatively related to job performance in 2009 among men. Job demand was not significantly related to job performance. Our findings suggest that it is worthwhile to enhance employees' job control and provide a mutually supportive environment to ensure positive employee job performance.
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Public Service Motivation, User Orientation and Job Satisfaction: A Question of Employment Sector?
DEFF Research Database (Denmark)
Andersen, Lotte Bøgh; Kjeldsen, Anne Mette
2013-01-01
not differ significantly between the private and public sector, while the user orientation/job satisfaction association is strongest for private employees. This suggests that to understand the relationships between pro-social motivation, employment sector and job satisfaction, future studies could fruitfully...... satisfaction. Second, the relationship between job satisfaction and these two types of pro-social motivation, PSM and user orientation, may also be found in the private sector. This study tests whether job satisfaction is associated with PSM and user orientation, and whether these associations differ between......Public service motivation (PSM) has been shown to be positively related to job satisfaction in the public sector, but there are two gaps in the literature. First, not only PSM but also pro-social motivation directed towards helping specific others (called user orientation) may affect job...
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Hsu, Chiu-Ping; Chang, Chia-Wen; Huang, Heng-Chiang; Chiang, Chi-Yun
2011-05-01
This study examines the perceptions of registered nurses of social capital, organisational commitment and customer-oriented prosocial behaviour. Additionally, this study also addresses a conceptual model for testing how registered nurses' perceptions of three types of social capital influence their organisational commitment, in turn intensifying customer-oriented prosocial behaviour, including role-prescribed customer service and extra-role customer service. Customer-oriented prosocial behaviour explains differences in job satisfaction and job performance. However, the critical role of customer orientation in the hospital setting has yet to be explored. Survey. The survey was conducted to obtain data from registered nurses working for a large Taiwanese medical centre, yielding 797 usable responses and a satisfactory response rate of 86.7%. The partial least squares method was adopted to obtain parameter estimates and test proposed hypotheses. The study measurements display satisfactory reliability, as well as both convergent and discriminant validities. All hypotheses were supported. Empirical results indicate that registered nurses' perceptions of social capital were significantly impacted the extent of organisational commitment, which in turn significantly influenced customer-oriented prosocial behaviour. By stimulating nursing staff commitment, health care providers can urge them to pursue organisational goals and provide high quality customer service. To enhance organisational commitment, health care managers should endeavour to create interpersonal interaction platforms in addition to simply offering material rewards. Nurses act as contact employees for their patient customers in the hospital, and they are required to provide patient safety and service quality. This study shows that nurses with high organisational commitment are willing to provide customer-oriented prosocial activities, which in turn enhances patient satisfaction. © 2011 Blackwell Publishing
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Feather, Janice; McGillis Hall, Linda; Trbovich, Patricia; Baker, G Ross
2018-04-22
To rigorously review the literature on the prosocial workplace behaviours of nurses. Prosocial workplace behaviours, predominantly organisational citizenship behaviours have been theoretically and empirically found to promote individual and group level performance in various industries. However, little consensus exists in the literature regarding the impact of nurses' workplace behaviours on the work environment and organisational performance. An integrative literature review was conducted on studies between 1980 and 2016. Nineteen articles were included related to nurses' prosocial behaviours and performance. A positive relationship was noted between workplace behaviours and individual level performance and unit level performance. Albeit multifactorial, leadership and the social structure of the work environment are important factors contributing to the workplace behaviour-performance relationship. Prosocial behaviours influence the social functioning of the work environment and offer insights into the delivery of quality care. Nurse managers should recognize the influence of leadership style and characteristics in the work environment that encourage employee participation in prosocial behaviours. These additional voluntary efforts by nursing staff may improve organisational effectiveness and quality of care. Inclusion of these behaviours in performance reviews and as cultural norms may help to foster a more collaborative work environment. © 2018 John Wiley & Sons Ltd.
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Directory of Open Access Journals (Sweden)
Lindsey A. Drayton
2014-04-01
Full Text Available Over the past decade, many researchers have used food donation tasks to test whether nonhuman primates show human-like patterns of prosocial behavior in experimental settings. Although these tasks are elegant in their simplicity, performance within and across species is difficult to explain under a unified theoretical framework. Here, we attempt to better understand variation in prosociality by examining the circumstances that promote and hinder the expression of prosocial preferences. To this end, we tested whether capuchin monkeys (Cebus apella—a species that has previously demonstrated prosocial preferences—would behave prosocially using a novel touchscreen task. In contrast to previous studies, we found that capuchins as a group did not prosocially deliver food to a partner. Importantly however, data from control conditions revealed that subjects demonstrated limited understanding of the reward contingencies of the task. We also compared individuals’ performance in the current study with their performance in a previously published prosociality study. We conclude by discussing how continuing to explore intraspecies variation in performance on prosocial tasks may help inform debates regarding the existence of other-regarding preferences in nonhuman species.
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Job Satisfaction and Job Performance at the Work Place
Vanden Berghe, Jae Hyung
2011-01-01
The topic of the thesis is job satisfaction and job performance at the work place. The aim is to define the determinants for job satisfaction and to investigate the relationship between job satisfaction and job performance and the influence of job satisfaction on job performance. First we look into the Theory of Reasoned Action and the Theory of Planned Behaviour to account for the relationship between attitudes and behaviour. Job satisfaction is then explained as a function of job feature...
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Mashallah Valikhani; Abbasali Behzadipur
2015-01-01
The present paper, titled ‘A Study of the Effects of Internal Marketing on Customer-oriented Prosocial Behaviors’ investigates the important role of internal marketing on job satisfaction, organizational commitment and, finally, role-prescribed customer service and extra-role customer service (prosocial behavior) among Standard of Isfahan Steel of Mobarakeh. A main hypothesis (speculating the significant effect of internal marketing on customer-oriented prosocial behavior) and eleven sub-hypo...
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Kogan, Aleksandr; Oveis, Christopher; Carr, Evan W; Gruber, June; Mauss, Iris B; Shallcross, Amanda; Impett, Emily A; van der Lowe, Ilmo; Hui, Bryant; Cheng, Cecilia; Keltner, Dacher
2014-12-01
In the present article, we introduce the quadratic vagal activity-prosociality hypothesis, a theoretical framework for understanding the vagus nerve's involvement in prosociality. We argue that vagus nerve activity supports prosocial behavior by regulating physiological systems that enable emotional expression, empathy for others' mental and emotional states, the regulation of one's own distress, and the experience of positive emotions. However, we contend that extremely high levels of vagal activity can be detrimental to prosociality. We present 3 studies providing support for our model, finding consistent evidence of a quadratic relationship between respiratory sinus arrhythmia--the degree to which the vagus nerve modulates the heart rate--and prosociality. Individual differences in vagal activity were quadratically related to prosocial traits (Study 1), prosocial emotions (Study 2), and outside ratings of prosociality by complete strangers (Study 3). Thus, too much or too little vagal activity appears to be detrimental to prosociality. The present article provides the 1st theoretical and empirical account of the nonlinear relationship between vagal activity and prosociality.
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Student prosocial behavior and academic achievement
Directory of Open Access Journals (Sweden)
Spasenović Vera Z.
2004-01-01
Full Text Available The paper considers correlation between student prosocial behavior and academic achievement. Attention first focuses on the issue of prosocial behavior defining, making it operational and measuring it. Next consideration is given to the ways that prosocial behavior contributes to academic achievement. It is thought that prosocial behavior can produce indirect effects on student prosocial behavior because it is bound to certain academically relevant forms of behavior leading to successful learning and work. Also, correlation is interpreted by means of teacher’s preferences of prosocial students, which is reflected in teacher expectations and behavior towards students but in evaluating their work too. In addition, prosocial behavior may produce direct effects, for it is through peer prosocial interactions that positive intellectual exchange is performed, which contributes to more successful mastering of teaching content. The paper provides a survey of investigations whose results indicate that there exists correlation between student prosocial behavior and academic achievement. Also, consideration is given to possible methods and treatments for encouraging prosocial behavior in school context, especially the role of teacher in the process and the importance of the program for promoting student prosocial skills.
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Prosocial behavior and academic motivation in Spanish High School Students
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Cándido J. Inglés
2011-05-01
Full Text Available This study analyzed the relationship between prosocial behaviour and academic goals in a sample of 2,022 Spanish compulsory secondary education students. The prosocial behaviour was measured with the Prosocial Behaviour scale of the Teenage Inventory of Social Skills (TISS and academic goals were measured with the Achievement Goal Tendencies Questionnaire (AGTQ. The results revealed that students with high prosocial behaviour presented higher significantly scores in learning and performance goals. The prosocial behaviour was a positive and statistically significant predictor of learning and performance goals. Furthermore, learning and performance goals were positive and statistically significant predictors of the prosocial behaviour, whereas social reinforcement goals were a negative and statisticallysignificant predictor of prosocial behaviour.
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Relationship Between Job Characteristics And Job Performance Of ...
African Journals Online (AJOL)
The agricultural extension agent is a key stakeholder in extension systems. The nature of their work is so important that it has overriding effect on their job performance. This study investigates the relationship between job characteristics and job performance of agricultural extension agents in Imo and Rivers States, Nigeria.
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Job demands, job resources, and job performance in japanese workers: a cross-sectional study.
Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori
2014-01-01
This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performance Questionnaire, and demographic survey. Hierarchical multiple regression analyses were conducted. After adjusting for demographic characteristics, decision latitude (β=0.107, p=0.001) and extrinsic reward (β=0.158, pjob performance while supervisor support (β=-0.102, p=0.002) was negatively and significantly associated with job performance. On the other hand, psychological demands or co-worker support was not significantly associated with job performance. These findings suggest that higher decision latitude and extrinsic reward enhance job performance among Japanese employees.
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Does observability affect prosociality?
Bradley, Alex; Lawrence, Claire; Ferguson, Eamonn
2018-03-28
The observation of behaviour is a key theoretical parameter underlying a number of models of prosociality. However, the empirical findings showing the effect of observability on prosociality are mixed. In this meta-analysis, we explore the boundary conditions that may account for this variability, by exploring key theoretical and methodological moderators of this link. We identified 117 papers yielding 134 study level effects (total n = 788 164) and found a small but statistically significant, positive association between observability and prosociality ( r = 0.141, 95% confidence interval = 0.106, 0.175). Moderator analysis showed that observability produced stronger effects on prosociality: (i) in the presence of passive observers (i.e. people whose role was to only observe participants) versus perceptions of being watched, (ii) when participants' decisions were consequential (versus non-consequential), (iii) when the studies were performed in the laboratory (as opposed to in the field/online), (iv) when the studies used repeated measures (instead of single games), and (v) when the studies involved social dilemmas (instead of bargaining games). These effects show the conditions under which observability effects on prosociality will be maximally observed. We describe the theoretical and practical significance of these results. © 2018 The Authors.
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Investigating the effect of job stress and emotional intelligence on job performance
Directory of Open Access Journals (Sweden)
Mojtaba Rafiee
2013-09-01
Full Text Available Researchers and scholars of management and behavioral sciences have tried to determine effective factors, which influence on efficiency and effectiveness in order to increase organization performance and they have tried to identify factors, which create job stress. In this research, we investigate the effect of job stress on job performance through emotional, organizational and moral intelligence. The study is a descriptive-analytic one, which is based on correlation, uses survey method to gather data and they are analyzed using structural equation modeling. The population of this research includes all the personnel of Registry Organization in Arak city. The results suggest that job stress influences on job performance through organizational intelligence and moral intelligence, but job stress does not influence on job performance through emotional intelligence. Regarding research hypotheses, results and findings after analyzing obtained data suggest that job stress influences on emotional, organizational and moral intelligence, but job stress does not influence on job performance. In addition, the results show that organizational and moral intelligence influence on job performance but emotional intelligence does not influence on job performance.
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Cognitive aspects of prosocial behavior in nonhuman primates
Cronin, K.
2012-01-01
Definition Prosocial behavior is any behavior performed by one individual that results in a benefit for another individual. Prosocial motivations, prosocial preferences, or other-regarding preferences refer to the psychological predisposition to behave in the best interest of another individual. A behavior need not be costly to the actor to be considered prosocial, thus the concept is distinct from altruistic behavior which requires that the actor incurs some cost when providing a benefit to ...
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DEFF Research Database (Denmark)
Kahsay, Goytom Abraha
In contrast to the standard economic theory predictions, it seems clear that people do spend their time and resource to benefit others. Many lab and field experiment studies show that people display prosocial preferences such as altruism, reciprocity and conditional cooperation, fairness, etc....... Policy makers and charity organizations have tried to exploit this prosocial behaviour to foster supply of public goods and donations respectively. However, there is vast literature showing that incentives that aim to foster prosocial behaviour sometimes have reverse reactions, crowding out pre......’ behaviour in these circumstances and how incentives might interact with prosocial behaviour in everyday consumer goods. The aim of this thesis is to address these issues from theoretical and empirical perspectives. It proposes theoretical models to explain consumers’ prosocial behaviour in every day...
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Job hindrances, job resources, and safety performance: The mediating role of job engagement.
Yuan, Zhenyu; Li, Yongjuan; Tetrick, Lois E
2015-11-01
Job engagement has received widespread attention in organizational research but has rarely been empirically investigated in the context of safety. In the present study, we examined the mediating role of job engagement in the relationships between job characteristics and safety performance using self-reported data collected at a coal mining company in China. Most of our study hypotheses were supported. Job engagement partially mediated the relationships between job resources and safety performance dimensions. Theoretical and practical implications and directions for future research are also discussed. Copyright © 2015 Elsevier Ltd and The Ergonomics Society. All rights reserved.
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Incentives and Prosocial Behavior
Roland Bénabou; Jean Tirole
2005-01-01
We develop a theory of prosocial behavior that combines heterogeneity in individual altruism and greed with concerns for social reputation or self-respect. Rewards or punishments (whether material or image-related) create doubt about the true motive for which good deeds are performed, and this ?overjustification effect? can induce a partial or even net crowding out of prosocial behavior by extrinsic incentives. We also identify the settings that are conducive to multiple social norms and, mor...
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Incentives and Prosocial Behaviour
Bénabou, Roland; Tirole, Jean
2004-01-01
We build a theory of prosocial behaviour that combines heterogeneity in individual altruism and greed with concerns for social reputation or self-respect. The presence of rewards or punishments creates doubt as to the true motive for which good deeds are performed, and this ‘overjustification effect’ can result in a net crowding out of prosocial behaviour by extrinsic incentives. The model also allows us to identify settings that are conducive to multiple social norms of behaviour, and those ...
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Effects of songs with prosocial lyrics on prosocial thoughts, affect, and behavior
2008-01-01
"Previous research has shown that exposure to violent media increased aggression-related affect and thoughts, physiological arousal, and aggressive behavior as well as decreased prosocial tendencies. The present research examined the hypothesis that exposure to prosocial media promotes prosocial outcomes. Three studies revealed that listening to songs with prosocial (relative to neutral) lyrics increased the accessibility of prosocial thoughts, led to more interpersonal empathy, and fostered ...
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Influence of job satisfaction on job performance: a study of teacher ...
African Journals Online (AJOL)
... with their pay and promotion opportunities. However, they were found to be satisfied with the type of work they carry out daily. The study concludes that job satisfaction has a significant influence on job performance of teacher librarians. Keywords: job satisfaction, job performance, teacher librarians, employees satisfaction ...
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Directory of Open Access Journals (Sweden)
Dina Maria LUT
2012-12-01
Full Text Available On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with respect to these phenomena. Related to this connection, in the literature existed, over time, at least three points of view which held that: job satisfaction leads to work performance; work performance leads to job satisfaction; rewards are involved between job satisfaction and work performance. The paper aim is to present some aspects related to the connection between job motivation, job satisfaction and work performance. The issues presented in this paper lead to the conclusion that in the work process, the connection between job satisfaction and work performance or the connection between job motivation and job satisfaction are not constant or linear connection. These connections should be nuanced interpreted, depending on the conditions of occurrence. These conclusions are based on the results of a survey conducted among enterprises dealing mostly in trade sector, in Romanian Western Region.
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Long-term relations among prosocial-media use, empathy, and prosocial behavior.
Prot, Sara; Gentile, Douglas A; Anderson, Craig A; Suzuki, Kanae; Swing, Edward; Lim, Kam Ming; Horiuchi, Yukiko; Jelic, Margareta; Krahé, Barbara; Liuqing, Wei; Liau, Albert K; Khoo, Angeline; Petrescu, Poesis Diana; Sakamoto, Akira; Tajima, Sachi; Toma, Roxana Andreea; Warburton, Wayne; Zhang, Xuemin; Lam, Ben Chun Pan
2014-02-01
Despite recent growth of research on the effects of prosocial media, processes underlying these effects are not well understood. Two studies explored theoretically relevant mediators and moderators of the effects of prosocial media on helping. Study 1 examined associations among prosocial- and violent-media use, empathy, and helping in samples from seven countries. Prosocial-media use was positively associated with helping. This effect was mediated by empathy and was similar across cultures. Study 2 explored longitudinal relations among prosocial-video-game use, violent-video-game use, empathy, and helping in a large sample of Singaporean children and adolescents measured three times across 2 years. Path analyses showed significant longitudinal effects of prosocial- and violent-video-game use on prosocial behavior through empathy. Latent-growth-curve modeling for the 2-year period revealed that change in video-game use significantly affected change in helping, and that this relationship was mediated by change in empathy.
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Mindfulness, job satisfaction and job performance: Mutual relationships and moderation effect
Vaculík Martin; Vytásková Jana; Procházka Jakub; Záliš Ladislav
2016-01-01
Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without medit...
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Loon, M; Bartram, T
2007-01-01
This study examined whether job-performance-improvementinitiatives mediate the relationship between individuals’ job-demand for learning and job-related learning. Data were obtained from 115 full-time\\ud employees in a diverse range of occupations. A partial least squares analysis revealed that job-performance-improvement-initiatives mediate partially the effects of job-demand for learning on job-related learning. Several implications\\ud for future research and policy are drawn from the findi...
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Directory of Open Access Journals (Sweden)
Stacey L. Parker
2017-08-01
Full Text Available We examine the relationships among employees’ use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies, compared to employees with low job demands. We tested this proposition using a quantitative diary study. Fifty-four employees provided data twice daily across one work week (on average, 7 daily entries. Supporting the hypotheses, prosocial energy management was positively related to job satisfaction. Moreover, employees with high job demands were less emotionally exhausted when using prosocial strategies. Contrary to predictions, when using organizing strategies, employees with low job demands had higher job satisfaction and lower emotional exhaustion. Under high job demands, greater use of organizing strategies was associated with lower job satisfaction and higher emotional exhaustion. Finally, use of meaning-related strategies was associated with higher emotional exhaustion when job demands were low. With this research, we position energy management as part of a resource investment process aimed at maintaining and improving occupational well-being. Our findings show that this resource investment will be more or less effective depending on the type of strategy used and the existing drain on resources (i.e., job demands. This is the first study to examine momentary effects of distinct types of work-related energy management strategies on occupational well-being.
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Parker, Stacey L; Zacher, Hannes; de Bloom, Jessica; Verton, Thomas M; Lentink, Corine R
2017-01-01
We examine the relationships among employees' use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies), compared to employees with low job demands. We tested this proposition using a quantitative diary study. Fifty-four employees provided data twice daily across one work week (on average, 7 daily entries). Supporting the hypotheses, prosocial energy management was positively related to job satisfaction. Moreover, employees with high job demands were less emotionally exhausted when using prosocial strategies. Contrary to predictions, when using organizing strategies, employees with low job demands had higher job satisfaction and lower emotional exhaustion. Under high job demands, greater use of organizing strategies was associated with lower job satisfaction and higher emotional exhaustion. Finally, use of meaning-related strategies was associated with higher emotional exhaustion when job demands were low. With this research, we position energy management as part of a resource investment process aimed at maintaining and improving occupational well-being. Our findings show that this resource investment will be more or less effective depending on the type of strategy used and the existing drain on resources (i.e., job demands). This is the first study to examine momentary effects of distinct types of work-related energy management strategies on occupational well-being.
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Morgeson, Frederick P; Delaney-Klinger, Kelly; Hemingway, Monica A
2005-03-01
Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.
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Playing prosocial video games increases the accessibility of prosocial thoughts.
Greitemeyer, Tobias; Osswald, Silvia
2011-01-01
Past research has provided abundant evidence that playing violent video games increases aggressive tendencies. In contrast, evidence on possible positive effects of video game exposure on prosocial tendencies has been relatively sparse. The present research tested and found support for the hypothesis that exposure to prosocial video games increases the accessibility of prosocial thoughts. These results provide support to the predictive validity of the General Learning Model (Buckley & Anderson, 2006) for the effects of exposure to prosocial media on social tendencies. Thus, depending on the content of the video game, playing video games can harm but may also benefit social relations.
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Personality, personnel selection, and job performance
Linden, Dimitri; Pelt, Dirk; Dunkel, Curtis; Born, Marise
2017-01-01
markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related activities (e.g., writing an article, conducting specific surgical acts). In the majority of research on this topic, job performance as an outcome is used. Personnel selection: Personnel selection refe...
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Prosocial behavior and academic motivation in Spanish High School Students
Inglés, Cándido J.; Universidad Miguel Hernández de Elche; Martínez-González, Agustin E.; Universidad Miguel Hernández de Elche; Valle, Antonio; Universidad de A Coruña; García-Fernández, José M.; Universidad de Alicante; Ruiz-Esteban, Cecilia; Universidad de Murcia
2010-01-01
This study analyzed the relationship between prosocial behaviour and academic goals in a sample of 2,022 Spanish compulsory secondary education students. The prosocial behaviour was measured with the Prosocial Behaviour scale of the Teenage Inventory of Social Skills (TISS) and academic goals were measured with the Achievement Goal Tendencies Questionnaire (AGTQ). The results revealed that students with high prosocial behaviour presented higher significantly scores in learning and performance...
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Short-term compassion training increases prosocial behavior in a newly developed prosocial game
Leiberg, S.; Klimecki, O.; Singer, T.
2011-01-01
Compassion has been suggested to be a strong motivator for prosocial behavior. While research has demonstrated that compassion training has positive effects on mood and health, we do not know whether it also leads to increases in prosocial behavior. We addressed this question in two experiments. In Experiment 1, we introduce a new prosocial game, the Zurich Prosocial Game (ZPG), which allows for repeated, ecologically valid assessment of prosocial behavior and is sensitive to the influence of...
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The Impact of Employee Job Satisfaction Towards Employee Job Performance at PT.Y
Sutjitra, Devilan
2015-01-01
This research is done to analyze The Impact of Employee Job Satisfaction towards Employee Job Performance at PT.Y. The decreasing in employee job performance for the past 3 years has indicated the author to analyze the impact of employee job satisfaction towards job performance. The elements that used are 9 job satisfactions to measure the impact of satisfaction at PT.Y. The author got 100 respondents from PT.Y and use simple random sampling method.The analysis technique that used in this res...
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The subjective determinants of job performance and job involvement in organizational context.
Koblicová, Leona
2016-01-01
The job performance is conditioned by range of objective factors and subjective determinants as well. This thesis dedicates to mapping of job involvement meaning engagement, enthusiasm, commitment and work motivation. Considering to that, oganization can influence future job performance of its employee through employee development, when it tries to grow up the job interest, develops requiered skills and so potencially supports one's performance. The text tries to sum up knowledge background o...
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Prosocial self-schemas, self-awareness, and children's prosocial behavior.
Froming, W J; Nasby, W; McManus, J
1998-09-01
Three studies examined the hypothesis that a child's prosocial self-schema predicts prosocial behavior. In Study 1, only self-aware boys showed a self-schema-behavior relation. Study 2 altered both salience of donating opportunity and relationship of recipient to donor. The hypothesized Self-Awareness x Self-Schema interaction was significant, and there were no gender differences. Study 3 systematically manipulated the salience of the donating opportunity. All participants were self-aware. For boys in high and low salience conditions, prosocial self-schema predicted donating behavior. For girls, prosocial self-schema predicted behavior only in the high salience condition. The findings demonstrate that self-schemas can regulate behavior when participants are self-aware. Girls, however, may require higher salience of the donating opportunity for the self-schema to affect their behavior.
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Reio, Thomas G., Jr.; Kidd, Cathy A.
2006-01-01
Extensive research has explored job satisfaction, job performance, and the financial performance of organizations. Job satisfaction and job performance have been explored separately and collectively. However, scholars only have begun to explore the relationship between employee job satisfaction and financial performance of organization. This paper…
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Occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda.
Nabirye, Rose C; Brown, Kathleen C; Pryor, Erica R; Maples, Elizabeth H
2011-09-01
To assess levels of occupational stress, job satisfaction and job performance among hospital nurses in Kampala, Uganda; and how they are influenced by work and personal characteristics. Occupational stress is reported to affect job satisfaction and job performance among nurses, thus compromising nursing care and placing patients' lives at risk. Although these factors have been studied extensively in the US and Europe, there was a need to explore them from the Ugandan perspective. A correlational study was conducted with 333 nurses from four hospitals in Kampala, Uganda. A questionnaire measuring occupational stress, job satisfaction and job performance was used. Data were analysed using descriptive statistics and anova. There were significant differences in levels of occupational stress, job satisfaction and job performance between public and private not-for-profit hospitals, nursing experience and number of children. Organizational differences between public and private not-for-profit hospitals influence the study variables. On-the-job training for nurse managers in human resource management to increase understanding and advocacy for organizational support policies was recommended. Research to identify organizational, family or social factors which contribute to reduction of perceived occupational stress and increase job satisfaction and job performance was recommended. 2011 Blackwell Publishing Ltd.
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Job Analysis, Job Descriptions, and Performance Appraisal Systems.
Sims, Johnnie M.; Foxley, Cecelia H.
1980-01-01
Job analysis, job descriptions, and performance appraisal can benefit student services administration in many ways. Involving staff members in the development and implementation of these techniques can increase commitment to and understanding of the overall objectives of the office, as well as communication and cooperation among colleagues.…
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Personality, personnel selection, and job performance
D. van der Linden (Dimitri); D.H.M. Pelt (Dirk); C.S. Dunkel (Curtis); M.Ph. Born (Marise)
2017-01-01
markdownabstractJob Performance: The term job performance can either refer to the objective or subjective outcomes one achieves in a specific job (e.g., the profit of a sales persons, the number of publications of a scientist, the number of successful operations of a surgeon) or to work-related
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Psychosocial risks and job performance
Klein Hesselink, J.; Oeij, P.; Kraan, K.O.
2014-01-01
In this article, we concentrate on explaining job performance from the perspective of psychosocial risks in the work environment. Many risks may hinder good job performance. The article does not concentrate on physical (such as, carrying heavy loads) or environmental risks (such as, extreme heat or
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Dina Maria LUT
2012-01-01
On defining the connection between job motivation and job satisfaction and between job satisfaction and work performance is still not complete agreement among experts, given the complexity of the phenomena studied. Over time, the relationship between job motivation and job satisfaction has been addressed in many ways in the organizational psychology. The issue of the connection between job satisfaction and work performance is also at least as controversial as the issues mentioned above with r...
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Intelligence and Prosocial Behavior
DEFF Research Database (Denmark)
Han, Ru; Shi, Jiannong; Yong, W.
2012-01-01
Results of prev ious studies of the relationship between prosocial behav ior and intelligence hav e been inconsistent. This study attempts to distinguish the dif f erences between sev eral prosocial tasks, and explores the way s in which cognitiv e ability inf luences prosocial behav ior. In Study...... One and Two, we reexamined the relationship between prosocial behav ior and intelligence by employ ing a costly signaling theory with f our games. The results rev ealed that the prosocial lev el of smarter children is higher than that of other children in more complicated tasks but not so in simple...... tasks. In Study Three, we tested the moderation ef f ect of the av erage intelligence across classes, and the results did not show any group intelligence ef f ect on the relationship between intelligence and prosocial behav ior....
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Job Characteristics, Work Involvement, and Job Performance of Public Servants
Johari, Johanim; Yahya, Khulida Kirana
2016-01-01
Purpose: The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link. Design/methodology/approach: A…
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Organization Tenure as a Moderator of the Job Satisfaction-Job Performance Relationship.
Norris, Dwight R.; Niebuhr, Robert E.
1984-01-01
Examined organization tenure as a moderator of the job satisfaction-job performance relationship with technical employees (N=116) in a medium-sized industrial firm. Results provided support for a moderating influence of organization tenure on the relationship between job performance and overall satisfaction, satisfaction with work, and…
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Cheng, Howard C H; Siu, Andrew M H; Leung, Mana C M
2006-01-01
Pro-social involvement programmes are significant and important for the healthy growth of adolescents as well as for the development of society. Pro-social involvement of adolescence refers to paid-job, volunteer works, sport and games. It serves the functions of making adolescents aware of and to accept the social norms and moral standard of the society, which would bring positive changes to the adolescents and consequently benefit the society as a whole. Past studies showed that adolescents who participated in pro-social involvement programmes tended to have positive self-perception, more social skills, and less anti-social behaviors. In Hong Kong, professionals in education and social services have fully recognized the benefits of pro-involvement programmes. They have organized multi-level and diverse pro-social involvement programmes and encouraged adolescents to participate. Through participation, adolescents could be helped to redefine their relationship with the society, and maximize their potentials for growth. The current programme described in this article is designed in the P.A.T.H.S. Project, support by the Hong Kong Jockey Club Charities Trust.
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Mesotocin influences pinyon jay prosociality.
Duque, J F; Leichner, W; Ahmann, H; Stevens, J R
2018-04-01
Many species exhibit prosocial behaviour, in which one individual's actions benefit another individual, often without an immediate benefit to itself. The neuropeptide oxytocin is an important hormonal mechanism influencing prosociality in mammals, but it is unclear whether the avian homologue mesotocin plays a similar functional role in birds. Here, we experimentally tested prosociality in pinyon jays ( Gymnorhinus cyanocephalus ), a highly social corvid species that spontaneously shares food with others. First, we measured prosocial preferences in a prosocial choice task with two different pay-off distributions: Prosocial trials delivered food to both the subject and either an empty cage or a partner bird, whereas Altruism trials delivered food only to an empty cage or a partner bird (none to subject). In a second experiment, we examined whether administering mesotocin influenced prosocial preferences. Compared to choices in a control condition, we show that subjects voluntarily delivered food rewards to partners, but only when also receiving food for themselves (Prosocial trials), and administration of high levels of mesotocin increased these behaviours. Thus, in birds, mesotocin seems to play a similar functional role in facilitating prosocial behaviours as oxytocin does in mammals, suggesting an evolutionarily conserved hormonal mechanism for prosociality. © 2018 The Author(s).
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Job Demands, Job Resources, and Job Performance in Japanese Workers: A Cross-sectional Study
NAKAGAWA, Yuko; INOUE, Akiomi; KAWAKAMI, Norito; TSUNO, Kanami; TOMIOKA, Kimiko; NAKANISHI, Mayuko; MAFUNE, Kosuke; HIRO, Hisanori
2014-01-01
This study investigated the cross-sectional association of job demands (i.e., psychological demands) and job resources (i.e., decision latitude, supervisor support, co-worker support, and extrinsic reward) with job performance. A total of 1,198 workers (458 males and 740 females) from a manufacturing company in Japan completed a self-administered questionnaire that included the Job Content Questionnaire, Effort-Reward Imbalance Questionnaire, World Health Organization Health and Work Performa...
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Wong Yvonne; Rabeatul Husna Abdull Rahman; Choi Sang Long
2014-01-01
This study examines the relationship between job satisfaction and job performance among the employees. Job satisfaction is being discussed in term of its nine facets: pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of works and communication. On the other hand, job performance is being viewed in the aspects of contextual performance and task performance. The result of the study found that the two variables (job satisfaction and job pe...
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Career commitment and job performance of Jordanian nurses.
Mrayyan, Majd T; Al-Faouri, Ibrahim
2008-01-01
Career commitment and job performance are complex phenomena that have received little attention in nursing research. A survey was used to assess nurses' career commitment and job performance, and the relationship between the two concepts. Predictors of nurses' career commitment and job performance were also studied. A convenience sample of 640 Jordanian registered nurses was recruited from 24 teaching, governmental, and private hospitals. Nurses "agreed" on the majority of statements about career commitment, and they reported performing "well" their jobs. Using total scores, nurses were equal in their career commitment but they were different in their job performance; the highest mean was scored for nurses in private hospitals. Using the individual items of subscales, nurses were willing to be involved, on their own time, in projects that would benefit patient care. The correlation of the total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship (r = .457). Nurses' job performance, gender, and marital status were the best predictors of nurses' career commitment: they explained 21.8% of variance of nurses' career commitment. Nurses' career commitment, time commitment, marital status, and years of experience in nursing were the best predictors of nurses' job performance: they explained 25.6% of variance of nurses' job performance. The lowest reported means of nurses' job performance require managerial interventions.
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Short-Term Compassion Training Increases Prosocial Behavior in a Newly Developed Prosocial Game
Leiberg, Susanne; Klimecki, Olga; Singer, Tania
2011-01-01
Compassion has been suggested to be a strong motivator for prosocial behavior. While research has demonstrated that compassion training has positive effects on mood and health, we do not know whether it also leads to increases in prosocial behavior. We addressed this question in two experiments. In Experiment 1, we introduce a new prosocial game, the Zurich Prosocial Game (ZPG), which allows for repeated, ecologically valid assessment of prosocial behavior and is sensitive to the influence of reciprocity, helping cost, and distress cues on helping behavior. Experiment 2 shows that helping behavior in the ZPG increased in participants who had received short-term compassion training, but not in participants who had received short-term memory training. Interindividual differences in practice duration were specifically related to changes in the amount of helping under no-reciprocity conditions. Our results provide first evidence for the positive impact of short-term compassion training on prosocial behavior towards strangers in a training-unrelated task. PMID:21408020
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High Job Performance Through Co-Developing Performance Measures With Employees
Groen, Bianca A.C.; Wilderom, Celeste P.M.; Wouters, Marc
2017-01-01
According to various studies, employee participation in the development of performance measures can increase job performance. This study focuses on how this job performance elevation occurs. We hypothesize that when employees have participated in the development of performance measures, they
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Socialization of prosocial behavior
DEFF Research Database (Denmark)
Kok, Rianne; Prinzie, Peter; Bakermans-Kranenburg, Marian J.
2018-01-01
= 162), moderated mediation was tested for the relation between parental sensitivity and child prosocial behavior via brain volume, in boys and girls. Both maternal and paternal sensitivity were repeatedly observed between 1 and 4 years of age. Brain volume was assessed using magnetic resonance imaging......-by-brain interaction was found, illustrating that daughters of sensitive parents were more prosocial and that less prosocial behavior was reported for girls with a larger total brain volume. Child gender significantly moderated the indirect effect of parental sensitivity on prosocial behavior via total brain volume...
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Performance and Job Satisfaction - A Critical Review
Directory of Open Access Journals (Sweden)
Devaki Devi Puvada
2012-04-01
Full Text Available The human aspect in the present context has acquired immense importance. The needbased motivational theories relate need and psychological gratification to motivation and jobsatisfaction; they consider performance as the endresult. However, Lawler and Porter postulatereversely that job performance leads to job satisfaction. The study focuses on testing the degree anddirection of the relationship between Performance and Job Satisfaction with intervening variablessuch as job relations, commitment, role conflict, value system, motivation and organizational climateand with socio-economic variables. The study is conducted on 928 employees drawn from 13 publicsector and 5 private sector organizations using simple random sampling and males as the matchingsample in the State of Andhra Pradesh, India. It isevident from the study that the performance levelof the employees is significantly lesser than theirjob satisfaction level. The analysis leads to state thatall those performing well are satisfied and all those satisfied do not perform well indicating thatperformance leads to job satisfaction, job satisfaction does not lead necessarily to performance andthe relationship is intertwined. This empirical evidence supports the theory of Lawler and Porter andsets direction for future studies at micro level.
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Pengaruh High Performance Work Practice (Hpwp) Terhadap Job Performance Pada Frontliner Bank
Ihdaryanti, Monica Amani; Panggabean, Mutiara S
2014-01-01
Generally High Performance Work Practice (HPWP) is a part of management human resources. The objectives of this research are getting and analyzing the effect of HPWPs with Job Satisfaction; HPWPs with Organizational Commitment; Job Satisfaction with Organizational Commitment; Job Satisfaction with Job Performance; and Organizational Commitment with Job Performance. The total of sample in this research is 100 respondents which are as Front liner BNI and Mandiri. The result of th...
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The Budget-Related Antecedents of Job Performance
Directory of Open Access Journals (Sweden)
Emine Yilmaz Karakoc
2016-04-01
Full Text Available This study aims to investigate budget related antecedents of job performance of managers. For this purpose, relationships among budgetary participation, budget goal commitment, information sharing, and job performance of managers were examined. The sample consists of managers who are responsible from the budgets of their units in different private enterprises located in Turkey. Survey data was analyzed with confirmatory factor analyses and Structural Equation Modeling. Results indicate that budgetary participation has statistically significant and positive impact on job performance. It also positively affects budget goal commitment and information sharing. Budget goal commitment and information sharing have significant and positive impact on job performance. In addition, budget goal commitment positively affects information sharing of managers. Analyses also revealed that budget goal commitment and information sharing have partial mediation effect on the relationship between budgetary participation and job performance.
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Employees' Political Skill and Job Performance
DEFF Research Database (Denmark)
Zettler, Ingo; Lang, Jonas W.B.
2015-01-01
skill received higher job performance ratings compared to those with lower and higher levels, respectively. In addition, the nature of the relationships between employees and their raters was found to moderate this curvilinear effect. Specifically, besides the fact that employees who had close working......During the past decade, the construct of political skill has attracted a lot of attention. In particular, its relation to job performance has been examined. With regard to this link, it is typically proposed that political skill affects job performance in a positive linear manner. However......, in this article it is suggested that intermediate levels of employees' political skill yield the highest job performance, implying that this association is in fact represented by an inverted U-shape. Findings from two field studies (N = 178, N = 115 employee-supervisor-colleague triads) that incorporated...
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Dehghan; Mobinyzadeh; Habibi
2016-01-01
Background Job satisfaction, job performance, job stress and heat stress affect the productivity of workers. Objectives This research aimed to study the relationship between heat stress indices with job satisfaction, job performance and job stress in casting workers. Patients and Methods This descriptive-analytical cross sectional survey was performed during summer 2013 on one hund...
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Gentile, Douglas A; Anderson, Craig A; Yukawa, Shintaro; Ihori, Nobuko; Saleem, Muniba; Ming, Lim Kam; Shibuya, Akiko; Liau, Albert K; Khoo, Angeline; Bushman, Brad J; Rowell Huesmann, L; Sakamoto, Akira
2009-06-01
Although dozens of studies have documented a relationship between violent video games and aggressive behaviors, very little attention has been paid to potential effects of prosocial games. Theoretically, games in which game characters help and support each other in nonviolent ways should increase both short-term and long-term prosocial behaviors. We report three studies conducted in three countries with three age groups to test this hypothesis. In the correlational study, Singaporean middle-school students who played more prosocial games behaved more prosocially. In the two longitudinal samples of Japanese children and adolescents, prosocial game play predicted later increases in prosocial behavior. In the experimental study, U.S. undergraduates randomly assigned to play prosocial games behaved more prosocially toward another student. These similar results across different methodologies, ages, and cultures provide robust evidence of a prosocial game content effect, and they provide support for the General Learning Model.
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Gentile, Douglas A.; Anderson, Craig A.; Yukawa, Shintaro; Ihori, Nobuko; Saleem, Muniba; Ming, Lim Kam; Shibuya, Akiko; Liau, Albert K.; Khoo, Angeline; Bushman, Brad J.; Huesmann, L. Rowell; Sakamoto, Akira
2009-01-01
Although dozens of studies have documented a relation between violent video games and aggressive behaviors, very little attention has been paid to potential effects of prosocial games. Theoretically, games in which game characters help and support each other in nonviolent ways should increase both short-term and long-term prosocial behaviors. We report three studies conducted in three countries with three age groups to test this hypothesis. In the correlational study, Singaporean middle-school students who played more prosocial games behaved more prosocially. In the two longitudinal samples of Japanese children and adolescents, prosocial game play predicted later increases in prosocial behavior. In the experimental study, U.S. undergraduates randomly assigned to play prosocial games behaved more prosocially toward another student. These similar results across different methodologies, ages, and cultures provide robust evidence a prosocial game content effect, and provide support for the General Learning Model. PMID:19321812
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Directory of Open Access Journals (Sweden)
Imran Shafique
2018-03-01
Full Text Available This study aims to examine the impact of ethical leadership on employees' job satisfaction, job performance, and turnover intention. A conceptual framework is developed which integrates job satisfaction as a mediating mechanism in explaining the nexus among ethical leadership, employee job performance, and turnover intention. The proposed model is tested by using the data collected from a sample (n = 196 of tourist companies in Pakistan. The results reveal that ethical leadership has a positive effect on employees' job satisfaction, job performance and negative effect on employees' turnover intentions. Further, job satisfaction mediates the effect of ethical leadership on employees' job performance and turnover intentions. The findings recommend that the demonstration of ethical leadership behaviours by managers at the workplace increases the likelihood of employees' job satisfaction and performance, while reducing their intention to leave the job. This study elucidates that, in Pakistani tourism sector, ethical leadership plays a key role in achieving performance goals. Future research could analyse the said nexus in different sectors and across different cultures while considering other measures of individual performance. The originality of this study is theorizing as well as empirically testing the intervening mechanism of job satisfaction in probing the linkages among ethical leadership, job performance, and turnover intention in Pakistani workplace context.
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Suandi, Turiman; Ismail, Ismi Arif; Othman, Zulfadli
2014-01-01
This research aims at finding out the relationship between Organizational Climate, job stress and job performance among State Education Department (JPN) officers . The focus of the research is to determine the job performance of state education department officers, level of job stress among the officers, level of connection between organizational…
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Pan, Yueh-Chiu; Huang, Pei-Wen; Lee, Jin-Chuan; Chang, Ching-Lu
2012-04-01
There have been major changes to the medical care system and heightened standards for quality in the nursing profession in recent decades. Multifunctional capabilities are closely related to individual working attitudes, and work satisfaction directly affects group performance. Hospital administrators increasingly expect to utilize nursing staffs flexibly in terms of working hours and shift rotation assignments. This study addresses the need to provide appropriate educational training to nurses and effectively delegate and utilize human resources in order to help nurses adapt to the rapidly changing medical environment. This study on nursing staff in Tainan area explored the relationships between job rotation, work performance and satisfaction. We used a questionnaire sampling method to survey nurses working in the Tainan area of southern Taiwan. Subjects were volunteers and a total 228 valid questionnaires (99.13%) were returned out of a total 230 sent. Both job satisfaction and performance correlated positively with job rotation perception and intention; Job satisfaction and job performance were positively related; Job satisfaction was found to affect work performance via job rotation perception and intention. This study found the hospital nursing staff rotation plan to be an effective management method that facilitates social evolution to increase positive perceptions of work rotation. Nursing staffs thus become more accepting of new positions that may enhance job satisfaction.
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Student prosocial behavior and academic achievement
Spasenović Vera Z.
2004-01-01
The paper considers correlation between student prosocial behavior and academic achievement. Attention first focuses on the issue of prosocial behavior defining, making it operational and measuring it. Next consideration is given to the ways that prosocial behavior contributes to academic achievement. It is thought that prosocial behavior can produce indirect effects on student prosocial behavior because it is bound to certain academically relevant forms of behavior leading to successful lear...
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Job Performance, Job Satisfaction and Human Capital in the Labour Market in Bosnia
Directory of Open Access Journals (Sweden)
Erkan Ilgün
2013-01-01
Full Text Available The paper analyses the effect of job performance, job satisfaction and humancapital. It shows that together with monetary factors, such factors as theperception of the social importance of the job, the ability to meet good friendsin the team, and the atmosphere within which the respondents work, may alsohave a high level of impact on labour supply through human capital. The paperdemonstrates the power of non-monetary factors in achieving improvementsin the context of the ‘job performance-job satisfaction-human capital’ chain,thus bringing about positive changes in labour market supply in Bosnia.
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[Job performance and climacteric in female workers].
Salazar, Alide; Paravic, Tatiana
2005-03-01
During climacteric, the presence of disabling symptoms and the higher incidence of chronic diseases, may impair the job performance of women. To relate job performance levels with the climacteric period and associated factors in working women aged from 42 to 55 years old. In a cross-sectional and correlative design, 64 secretaries at two public organizations at the Eighth Region of Chile, were assessed using the following instruments: Menopause-Specific Quality of Life Questionnaire (University of Toronto), adapted for Chile by PROSAM, Climacteric Self-care Questionnaire, Perceived Social Support Scale and Biodemographics Variables Questionnaire. A Perception of the Job Performance Scale was applied to the persons that superintended these woman. The Department Heads or persons supervising these women, determined that most workers did their work well. The best evaluations were given by older bosses. Most women under study showed a moderate alteration of the Menopause Quality of Life. A deficit of self-care during the climacteric period was detected in 92.2%. The perceived social support from friends correlated with job performance. Menopause quality of life in its different domains had no correlation with job performance variable. No association between changes during the climacteric period and job performance was observed among women participating in this study.
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Children’s motives for admitting to prosocial behavior
Directory of Open Access Journals (Sweden)
Yayoi eWatanabe
2016-02-01
Full Text Available There has been extensive research on children’s moral evaluation of lying in prosocial situations. Current knowledge regarding the concept of lying has been derived from studies showing that cultural differences exist, whereby non-Western children tend to rate lie-telling more positively than Western children do. These findings suggest that there are different views about whether children should publicize their prosocial behaviors and that children have universal motivations when they admit to engaging in prosocial behavior. A gender difference has also been found in relation to prosocial behavior. However, previous studies did not investigate in detail children’s motivation for admission or non-admission to prosocial behavior, and if there is a gender difference. Therefore, this study examined the diversity in and development of motivations for admitting to engaging in prosocial behavior, with the aim of clarifying whether disclosing good deeds to teachers varies as function of children’s grade level in school, and how such motivations differ with age and gender. Questionnaires from 1,345 elementary and junior high school students in Japan were analyzed. Results showed that children’s communication tendency with regard to prosocial behavior reports peaked in the fourth grade of elementary school and gradually decreased thereafter. From the third grade of elementary school onwards, children reported that they refrained from this type of communication because they feared others’ negative evaluation and wanted to comply with modesty norms. Girls were more likely than boys were to believe that it is better to tell the truth about engaging in prosocial behavior, but boys and girls had largely the same motives for not owning up to performing a desirable deed.
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Habashi, Meara M; Graziano, William G; Hoover, Ann E
2016-09-01
The search for the prosocial personality has been long and controversial. The current research explores the general patterns underlying prosocial decisions, linking personality, emotion, and overt prosocial behavior. Using a multimethod approach, we explored the links between the Big Five dimensions of personality and prosocial responding. Across three studies, we found that agreeableness was the dimension of personality most closely associated with emotional reactions to victims in need of help, and subsequent decisions to help those individuals. Results suggest that prosocial processes, including emotions, cognitions, and behaviors, may be part of a more general motivational process linked to personality. © 2016 by the Society for Personality and Social Psychology, Inc.
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Directory of Open Access Journals (Sweden)
Aries Susanty
2013-01-01
Full Text Available Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job and job experiences. The happier the individual, the higher is level of job satisfaction. It is assumed that positive attitude towards work and greater organizational commitment increases job satisfaction which in return enhances performance of the individual. Based on this phenomenon, this study is aimed to explain and empirically test the effect of attitude toward work, job satisfaction, and organizational commitment to the employee’s job performance at PT. Intech Anugrah Indonesia (PT. Intech. Data used in this study was primary data which were collected through closed questionnaires with 1-5 Likert scale. A sample of this study was 200 managerial and non-managerial staff of PT. Intech. Research carried out by using Structural Equation Modeling (SEM which was run by AMOS 20.0 program. The results of this study showed that attitude towards work have positive but not significant effect to job satisfaction and employee performance. Different with attitude towards work, the organization's commitment has positive and significant effect on job satisfaction and employee performance at PT. Intech. It means every improvement in organization’s commitment has a positive effect toward job satisfaction and employee performance at PT. Intech.
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Directory of Open Access Journals (Sweden)
Mouloud Kenioua
2016-06-01
Full Text Available The purpose: this study was to investigate the relation and correlation between job satisfaction, job performance, and organizational commitment among physical education teachers. Material: The participants where 100 physical educations teachers’ male and female from secondary schools. Job satisfaction, job performance, and organizational commitment were measured through a questionnaire has 05 axes. Results: The findings indicated that there was a strongly positive relationship between job satisfaction and job performance, and the same relationship between job satisfaction and organizational commitment. Conclusion: there is a need to create an appropriate environment to ensure the success of the professors of physical education as well as providing incentives and promotions through clear standards.
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White-Johnson, Rhonda L.
2015-01-01
Despite evidence linking racial socialization processes to the functioning of Black youth, the effect of these parenting practices among Black college students is less clear. This study examined the relationship among racial socialization messages, academic performance, and prosocial involvement for 295 Black college students. Results revealed…
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Trauma-Inspired Prosocial Leadership Development
Williams, Jenifer Wolf; Allen, Stuart
2015-01-01
Though trauma survivors sometimes emerge as leaders in prosocial causes related to their previous negative or traumatic experiences, little is known about this transition, and limited guidance is available for survivors who hope to make prosocial contributions. To understand what enables trauma-inspired prosocial leadership development, the…
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Aging, Empathy, and Prosociality
Sheehan, Alexander H.; Dahlben, Brian; Gutchess, Angela H.
2015-01-01
Objectives. Although empathy is a well-established motivation in younger adults for helping others, it is not known whether this extends to aging. Prioritization of socioemotional goals with age may increase the salience of helping others (i.e., prosocial behavior), but older adults also experience decreased cognitive empathy. Thus, we investigated age-related differences in relationships among empathy and prosocial behavior. Method. Participants were 24 younger (M = 19.8 years) and 24 older (M = 77.9 years) healthy adults. Whereas participants believed the study involved playing the dictator game, in reality, state emotional empathy was induced implicitly through a note from an opponent describing their experience with cancer. Prosocial behavior was measured by participants’ monetary offers to that opponent. Results. Older adults showed greater prosocial behavior due to the empathy induction than younger adults. There was a positive association between state emotional empathy ratings and prosocial behavior in older, but not in younger adults, and preliminary evidence for higher state emotional empathy levels in older adults with higher trait cognitive empathy. Discussion. This suggests that in contexts relevant to socioemotional goals, older adults may be more motivated than younger adults to help others and state emotional empathy may be a potential mechanism for greater prosocial behavior in aging. PMID:24115776
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Job satisfaction and job performance – impacts on human capital
Gotvassli, Kjell-Åge; Haugset, Anne Sigrid
2010-01-01
Within macroeconomics it is a well established point of view that investments in human capital is important for the economic growth of a region. In this paper we will look at the connection between job satisfaction and job performance and its impact on the “use” of human capital.
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Ferit ÖLÇER
2015-01-01
The purpose of this study was to explore the relationships among the four components of psychological empowerment (i.e. meaning, self-determination, competence, and impact), job satisfaction and job performance. This study also tested the mediating effect of job satisfaction on the relationship between the components of psychological empowerment and job performance. A survey questionnaire was used to collect data from a sample of 238 employees in manufacturing industry. SPSS was used to condu...
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Directory of Open Access Journals (Sweden)
Noermijati Noermijati
2015-08-01
Full Text Available Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling. Using Path analysis, it was found that job stress have significant negative effect on employee performance. Motivation has a significant positive effect on employee performance. Job stress does not have an effect on job satisfaction. Motivation significantly positive influences job satisfaction. Job satisfaction significantly influences employee performance. Job stress does not have indirect effect on employee performance through job satisfaction. Motivation has an indirect effect on employee performance through job satisfaction. Motivation has the most important role to enhance employee performance. As an implication, company must give more attention and enhance employee motivation, especially on fulfilling self actualization need.
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Personality, political skill, and job performance
DEFF Research Database (Denmark)
Blickle, G.; Meurs, J.A.; Zettler, Ingo
2008-01-01
constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction...... with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided....
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Personality and Prosocial Behavior
DEFF Research Database (Denmark)
Hilbig, Benjamin E; Glöckner, Andreas; Zettler, Ingo
2014-01-01
Concerning the dispositional determinants of prosocial behavior and cooperation, work based on the classic 5 personality factors, and especially Agreeableness, has turned out somewhat inconsistent. A clearer picture has emerged from consideration of the HEXACO model of personality-though supported......-Humility (and certain aspects of five-factor Agreeableness) account for prosocial behavior-thus explaining previous inconsistencies and providing a more nuanced understanding of the links between basic personality and prosocial or cooperative behavior. (PsycINFO Database Record (c) 2014 APA, all rights reserved)....
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Storage element performance optimization for CMS analysis jobs
International Nuclear Information System (INIS)
Behrmann, G; Dahlblom, J; Guldmyr, J; Happonen, K; Lindén, T
2012-01-01
Tier-2 computing sites in the Worldwide Large Hadron Collider Computing Grid (WLCG) host CPU-resources (Compute Element, CE) and storage resources (Storage Element, SE). The vast amount of data that needs to processed from the Large Hadron Collider (LHC) experiments requires good and efficient use of the available resources. Having a good CPU efficiency for the end users analysis jobs requires that the performance of the storage system is able to scale with I/O requests from hundreds or even thousands of simultaneous jobs. In this presentation we report on the work on improving the SE performance at the Helsinki Institute of Physics (HIP) Tier-2 used for the Compact Muon Experiment (CMS) at the LHC. Statistics from CMS grid jobs are collected and stored in the CMS Dashboard for further analysis, which allows for easy performance monitoring by the sites and by the CMS collaboration. As part of the monitoring framework CMS uses the JobRobot which sends every four hours 100 analysis jobs to each site. CMS also uses the HammerCloud tool for site monitoring and stress testing and it has replaced the JobRobot. The performance of the analysis workflow submitted with JobRobot or HammerCloud can be used to track the performance due to site configuration changes, since the analysis workflow is kept the same for all sites and for months in time. The CPU efficiency of the JobRobot jobs at HIP was increased approximately by 50 % to more than 90 %, by tuning the SE and by improvements in the CMSSW and dCache software. The performance of the CMS analysis jobs improved significantly too. Similar work has been done on other CMS Tier-sites, since on average the CPU efficiency for CMSSW jobs has increased during 2011. Better monitoring of the SE allows faster detection of problems, so that the performance level can be kept high. The next storage upgrade at HIP consists of SAS disk enclosures which can be stress tested on demand with HammerCloud workflows, to make sure that the I/O-performance
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Eisenberg, Nancy; Hofer, Claire; Sulik, Michael J; Liew, Jeffrey
2014-01-01
We examined stability and change in prosocial moral reasoning (PRM) assessed longitudinally at ages 20/21, 22/23, 24/25, 26/27, and 31/32 years (N = 32; 16 female) using a pencil-and-paper measure of moral reasoning and examined relations of PRM and prosocial behavior with one another and with empathy, sympathy measured with self- and friend reports in adulthood, self- and mother reports of prosocial tendencies in adolescence, and observed prosocial behavior in preschool. Proportions of different types of PRM (hedonistic, approval, stereotypic, internalized) exhibited high mean-level stability across early adulthood, although stereotypic PMR increased with age and hedonistic PRM (a less sophisticated type of PRM) declined over time for males. More sophisticated PMR was positively related to friends' reports of a prosocial orientation concurrently and at age 24/25, as well as self-reports of sympathy in adolescence. Specific modes of PMR related to spontaneous or compliant sharing in preschool. Women used more sophisticated PMR than men across the entire study period. Self-reported and friend-reported prosociality at age 27/28 and 31/32 (combined) was related to numerous prior measures of a prosocial orientation, including spontaneous, relatively costly prosocial behavior in preschool (for self-reports and friend-reported sympathy/consideration for others). Donating/volunteering at T13/T14 was related to concurrent self- and friend-reported prosociality and to self-reported prosocial orientation in earlier adulthood and mother-reported helping in adolescence. PsycINFO Database Record (c) 2014 APA, all rights reserved.
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Ostracism and prosocial behavior: A social dilemm analysis
Balliet, D.P.; Ferris, D. L.
2013-01-01
Prior research has yielded mixed findings regarding the relation of ostracism to prosocial behavior, with studies indicating ostracism leads people to become less prosocial, more prosocial, or that prosocial behavior is unaffected by workplace ostracism. By conceptualizing prosocial behavior at work
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Janssen, O
2001-01-01
Activation theory suggests that intermediate rather than low or high levels of quantitative job demands benefit job performance and job satisfaction among managers. Using an equity theory framework, I hypothesize that perceptions of effort-reward fairness moderate these inverted U-shaped
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32 CFR 1656.11 - Job performance standards and sanctions.
2010-07-01
... 32 National Defense 6 2010-07-01 2010-07-01 false Job performance standards and sanctions. 1656.11... ALTERNATIVE SERVICE § 1656.11 Job performance standards and sanctions. (a) Standards of Performance. An ASW is..., appearance or performance violates reasonable employer standards; or (4) He quits or leaves his job without...
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Sinaulan; Noor; wildan
2017-01-01
Research aims to confirm and test the interactive effect of motivation, job satisfaction, and job performance. This study applied to employees of Sharia Financial Institutions in Jakarta. The number of respondents is 70 employees with randomly selected samples stratified. Research analysis data using multiple indicators within analyzed using structural equation model. The results showed that there was a positive interactive effect motivation on job performance and job performance on motivatio...
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Devlin, Patricia
2011-01-01
The impact of the Self-Determined Career Development Model (hereafter called the Self-Determined Career Model) on the job performance of four adults with moderate intellectual disability employed in competitive work settings was examined. Employees learned to set work-related goals, develop an action plan, implement the plan, and adjust their…
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Prosocial Education and the "Feminine" Voice.
Scott, Kathryn; Oliner, Pearl
Prosocial education consists of school experiences designed to promote prosocial behavior. This paper demonstrates that: (1) there is an absence of prosocial behaviors in educational goals; (2) educational tradition venerates rationality and objectivity associated with "masculine" thinking and denigrates emotionality and relatedness associated…
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Rodrigues, Johannes; Ulrich, Natalie; Mussel, Patrick; Carlo, Gustavo; Hewig, Johannes
2017-01-01
The prosocial tendencies measure (PTM; Carlo and Randall, 2002) is a widely used measurement for prosocial tendencies in English speaking participants. This instrument distinguishes between six different types of prosocial tendencies that partly share some common basis, but also can be opposed to each other. To examine these constructs in Germany, a study with 1067 participants was conducted. The study investigated the structure of this German version of the PTM-R via exploratory factor analysis, confirmatory factor analysis, correlations with similar constructs in subsamples as well as via measurement invariance test concerning the original English version. The German translation showed a similar factor structure to the English version in exploratory factor analysis and in confirmatory factor analysis. Measurement invariance was found between the English and German language versions of the PTM and support for the proposed six-factor structure (altruistic, anonymous, compliant, dire, emotional and public prosocial behavior) was also found in confirmatory factor analysis. Furthermore, the expected interrelations of these factors of prosocial behavior tendencies were obtained. Finally, correlations of the prosocial behavior tendencies with validating constructs and behaviors were found. Thus, the findings stress the importance of seeing prosocial behavior not as a single dimension construct, but as a factored construct which now can also be assessed in German speaking participants. PMID:29270144
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Coyne, Sarah M.; Padilla-Walker, Laura M.; Holmgren, Hailey G.; Davis, Emilie J.; Collier, Kevin M.; Memmott-Elison, Madison K.; Hawkins, Alan J.
2018-01-01
Studies examining the effects of exposure to prosocial media on positive outcomes are increasing in number and strength. However, existing meta-analyses use a broad definition of prosocial media that does not recognize the multidimensionality of prosocial behavior. The aim of the current study is to conduct a meta-analysis on the effects of…
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Directory of Open Access Journals (Sweden)
Zahra Hadizadeh Talasaz
2014-07-01
Full Text Available Background and Aim: Job satisfaction represents individuals' positive or negative attitude towards their occupation. Job satisfaction is of high significance in health care field and could affects the quality of patients' health care and satisfaction. Every organization should pay considerable attention to job satisfaction and performance and continually monitor these indices. Therefore, we aimed to determine the relationship between job satisfaction and job performance of midwives, employed in health care centers of Mashhad, Iran. Methods: This descriptive correlational study was performed on 90 midwives, working in healthcare centers of Mashhad, Iran, in 2014 who were selected through multistage sampling from five healthcare centers. Data collection tools included a questionnaire to record demographic, personal and occupational data, Minnesota Job Satisfaction Questionnaire (MSQ as well as a self-structured observational checklist to measure the quality of educational, care, and communicative job performance of midwives. SPSS version 19 was used to analyze data through descriptive statistics, and also Spearman and Kruskal-Wallis tests. Results: The mean age of the participants was 39.63±6.92 years. Spearman correlation test showed a direct correlation between job satisfaction and the total score of job performance (P
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Winarja, Waluya; Sodikin, Akhmad; Widodo, Djoko Setyo
2018-01-01
This study aims to determine the effect of organizational commitment and the Job Pressure of the Job Performance partially determine the effect of organizational commitment the performance of employees through job satisfaction variables and determine the effect of work stress on job performance through job satisfaction. The study was conducted on the employees of the Directorate of transport and communications and information technology. The sampling technique using saturated samples involvin...
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Determinants of prosocial behavior in included versus excluded contexts
Directory of Open Access Journals (Sweden)
Esther eCuadrado
2016-01-01
Full Text Available Prosocial behavior is increasingly becoming necessary as more and more individuals experience exclusion. In this context it is important to understand the motivational determinants of prosocial behavior. Here we report two experiments which analyzed the influence of dispositional (prosocialness; rejection sensitivity and motivational variables (prosocial self-efficacy; prosocial collective efficacy; trust; anger; social affiliation motivation on prosocial behavior under neutral contexts (Study 1, and once under inclusion or exclusion conditions (Study 2. Both studies provided evidence for the predicted mediation of prosocial behavior. Results in both neutral and inclusion and exclusion conditions supported our predictive model of prosocial behavior. In the model dispositional variables predicted motivational variables, which in turn predicted prosocial behavior. We showed that the investigated variables predicted prosocial behavior; this suggests that to promote prosocial behavior one could (1 foster prosocialness, prosocial self and collective efficacy, trust in others and affiliation motivation and (2 try to reduce negative feelings and the tendency to dread rejection in an attempt to reduce the negative impact that these variables have on prosocial behavior. Moreover, the few differences that emerged in the model between the inclusion and exclusion contexts suggested that in interventions with excluded individuals special care emphasis should be placed on addressing rejection sensitivity and lack of trust.
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29 CFR 1620.15 - Jobs requiring equal skill in performance.
2010-07-01
... EQUAL PAY ACT § 1620.15 Jobs requiring equal skill in performance. (a) In general. The jobs to which the equal pay standard is applicable are jobs requiring equal skill in their performance. Where the amount... another job, the equal pay standard cannot apply even though the jobs may be equal in all other respects...
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Directory of Open Access Journals (Sweden)
Türkay Türkoğlu
2017-04-01
Full Text Available Manpower and performance of employees in furniture industry plays an important role in the quality of the products. It is necessary to ensure the job satisfaction of employees to achieve their high performance. “The Minnesota Job Satisfaction Scale” and “the Job Performance Scale” were used as data collection tools in the study. Therefore, questionnaire form was conducted on 362 employees of furniture sector. Obtained data was analyzed in SPSS program by means of Correlation and Regression Analyses, t-test and ANOVA. The result of the study shows that there is a strong relationship between job satisfaction and employees performance. While there were significant differences in job satisfaction and job performance in term of some employees’ demographic characteristics such as gender, age, educational status and seniority, it wasn’t found significant difference in marital status.
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Analyzing Prosocial Content on T.V.
Davidson, Emily S.; Neale, John M.
To enhance knowledge of television content, a prosocial code was developed by watching a large number of potentially prosocial television programs and making notes on all the positive acts. The behaviors were classified into a workable number of categories. The prosocial code is largely verbal and contains seven categories which fall into two…
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Chronic Conditions, Workplace Safety, And Job Demands Contribute To Absenteeism And Job Performance.
Jinnett, Kimberly; Schwatka, Natalie; Tenney, Liliana; Brockbank, Claire V S; Newman, Lee S
2017-02-01
An aging workforce, increased prevalence of chronic health conditions, and the potential for longer working lives have both societal and economic implications. We analyzed the combined impact of workplace safety, employee health, and job demands (work task difficulty) on worker absence and job performance. The study sample consisted of 16,926 employees who participated in a worksite wellness program offered by a workers' compensation insurer to their employers-314 large, midsize, and small businesses in Colorado across multiple industries. We found that both workplace safety and employees' chronic health conditions contributed to absenteeism and job performance, but their impact was influenced by the physical and cognitive difficulty of the job. If employers want to reduce health-related productivity losses, they should take an integrated approach to mitigate job-related injuries, promote employee health, and improve the fit between a worker's duties and abilities. Project HOPE—The People-to-People Health Foundation, Inc.
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Wang, Hai-jiang; Lu, Chang-qin; Siu, Oi-ling
2015-07-01
Organizational justice has been shown to play an important role in employees' affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees' performance, and examined the mediating role of work engagement from the perspective of uncertainty management theory. We used 2-wave data (Study 1) from a sample of 140 Chinese employees and 3-wave data (Study 2) from a sample of 125 Chinese employees to test our hypotheses. In Study 1, we found that when employees perceived low levels of organizational justice, job insecurity was significantly negatively related to job performance. In contrast, we found that job insecurity was not related to job performance when there were high levels of organizational justice. Study 2 again supported the interaction of job insecurity and organizational justice on job performance. Furthermore, it was found that work engagement mediated the interaction effect. The results of the mediated moderation analysis revealed that job insecurity was negatively associated with job performance through work engagement when organizational justice was low. (c) 2015 APA, all rights reserved).
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Ackerman, Phillip L.; Shapiro, Stacey; Beier, Margaret E.
2011-01-01
When people choose a particular occupation, they presumably make an implicit judgment that they will perform well on a job at some point in the future, typically after extensive education and/or on-the-job experience. Research on learning and skill acquisition has pointed to a power law of practice, where large gains in performance come early in…
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Parker, Stacey L.; Zacher, Hannes; de Bloom, Jessica; Verton, Thomas M.; Lentink, Corine R.
2017-01-01
We examine the relationships among employees’ use of energy management strategies and two occupational well-being outcomes: job satisfaction and emotional exhaustion. Based on conservation of resources theory, it was hypothesized that employees with high job demands would benefit more from using energy management strategies (i.e., including prosocial, organizing, and meaning-related strategies), compared to employees with low job demands. We tested this proposition using a quantitative diary ...
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The effect of discrimination on job performance and job satisfaction
Tesfaye, Yodit
2011-01-01
Discrimination is one of the most controversial phenomena to challenge the Human Resources (HR) function in the work place. It has been discussed in depth by sociologists, politicians and lawyers and remains a topical issue. Despite advances gender discrimination still persists, and continues to be experienced by women in the contemporary work space. Purpose - As job satisfaction has been shown to directly affect business performance, there has been increased interest in how job satisfact...
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CSR organisational taxonomy and job characteristics on performance: SME case studies
Directory of Open Access Journals (Sweden)
Thanalechumy Seeramulu
2017-05-01
Full Text Available This study examines the relationship between the CSR of organizational structure and job characteristics that influence employee job performance in the Malaysian context. Hence, it is important to study and analyze these two factors within the CSR taxonomy describing how these factors significantly influence employee job performance and to make recommendations how performance can be promoted among employees. This paper is based on a quantitative research approach where responses were gathered from the working population within Malaysia SMEs. The results from this study will help to point out the influence of these factors on the employee job performance and provide guidance to an organization for which these aspects should be emphasized in order to increase employees’ job performance to align performance with organizational goals. The analysis includes two dimensions of CSR taxonomy of organizational structure namely, centralization and formalization, as well as a set of five dimensions of job characteristics, such as task identity, task significance, skill variety, autonomy and feedback. The results of these findings show that job characteristics such as task significance, autonomy, feedback, and skill variety, positively influence job performance with autonomy having highest predictive power on job performance. The results of these findings reveal that the organizational structure does not contribute to the prediction of job performance even though a significant positive correlation exists between the structure and job performance in the Pearson correlation coefficient test. Therefore, this study will enrich the existing knowledge in the area of human resource management by focusing on job performance management.
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Sibling influences on prosocial behavior.
Hughes, Claire; McHarg, Gabrielle; White, Naomi
2018-04-01
Sibling relationships are characterized by familiarity and emotional intensity. Alongside frequent shared play, sibling interactions feature complementary interactions (e.g. teaching, caregiving) reflecting age-related asymmetries in socio-cognitive skills. These aspects may underpin sibling influences on prosocial behavior: theoretical accounts of social influences on prosocial behavior highlight emotion sharing, goal alignment, the intrinsically rewarding nature of social interaction, and scaffolding of social norms. Taking a fine-grained approach to prosocial behavior, we examine these processes in relation to sibling influences on children's comforting, sharing, and helping. Emergent themes include: developmental change in the nature of sibling influences on prosocial behavior, the need to consider sibling influences in the wider family context, and the importance of individual differences in the quality of sibling relationships. Copyright © 2017 Elsevier Ltd. All rights reserved.
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Children's Motives for Admitting to Prosocial Behavior.
Watanabe, Yayoi; Lee, Kayo
2016-01-01
There has been extensive research on children's moral evaluation of lying in prosocial situations. Current knowledge regarding the concept of lying has been derived from studies showing that cultural differences exist, whereby non-Western children tend to rate lie telling more positively than Western children do. These findings suggest that there are different views about whether children should publicize their prosocial behaviors and that children have universal motives when they admit to engaging in prosocial behavior. A gender difference has also been found in relation to prosocial behavior. However, previous studies did not investigate in detail children's motives for admission or non-admission to prosocial behavior, and if there is a gender difference. Therefore, this study examined the diversity in and development of motives for admitting or not admitting to engaging in prosocial behavior, with the aim of clarifying these behaviors as a function of children's grade level in school, and how such motives differ with age and gender. Questionnaires from 1345 elementary and junior high school students in Japan were analyzed. Results showed that children's communication tendency with regard to prosocial behavior reports peaked in the fourth grade of elementary school and gradually decreased thereafter. From the third grade of elementary school onwards, children reported that they refrained from admitting prosocial behaviors. Younger children more likely cited honesty as a crucial motive for admitting to prosocial behaviors. Girls were more likely to endorse honesty as a motive than boys were. Moreover, among younger children, girls feared others' negative evaluation and wanted to comply with modesty norms when not admitting. Further research is needed to examine the developmental process for motives behind prosocial behaviors.
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Directory of Open Access Journals (Sweden)
Ana Tur-Porcar
Full Text Available Resumen Este estudio persigue un doble objetivo: i analizar las relaciones entre empatía, conducta prosocial y razonamiento moral prosocial y sus diferencias en función del sexo; ii analizar el valor predictor de dichas variables en la empatía, como variable dependiente. La población evaluada está compuesta por 1557 adolescentes de 12 a 15 años (M = 13.13, DT = .86, 47.4 % chicas, 52.6 % chicos. Los análisis muestran diferencias significativas entre chicos y chicas. Las chicas obtienen mayores índices de empatía, conducta prosocial, razonamiento moral prosocial, en las dimensiones de interiorizado, orientado hacia la necesidad y estereotipado. Los chicos, por su parte, muestran mayores índices en agresividad física y verbal, razonamiento moral hedonista y orientado a la aprobación. Las variables predictoras en la explicación de la empatía, tanto en chicos como en chicas, son la conducta prosocial (en positivo y el razonamiento hedonista (en negativo. En el colectivo de varones aparecen, además, otras variables predictoras de la empatía. Éstas se refieren al razonamiento moral prosocial interiorizado y al orientado hacia la necesidad de forma positiva, y a la agresividad en negativo. Los resultaos aportan nuevas ideas para establecer programas de intervención.
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Dogs do not show pro-social preferences towards humans.
Directory of Open Access Journals (Sweden)
Mylène Quervel-Chaumette
2016-10-01
Full Text Available Pro-social behaviors are defined as voluntary actions that benefit others. Comparative studies have mostly focused on investigating the presence of pro-sociality across species in an intraspecific context. Taken together, results on both primates and non-primate species indicate that reliance on cooperation may be at work in the selection and maintenance of pro-social sentiments. Dogs appear to be the ideal model when investigating a species’ propensity for pro-sociality in an interspecific context since it has been suggested that as a consequence of domestication, they evolved an underlying temperament encouraging greater propensity to cooperate with human partners. In a recent study, using a food delivery paradigm, dogs were shown to preferentially express pro-social choices towards familiar compared to unfamiliar conspecifics. Using the same set-up and methods in the current study, we investigated dogs’ pro-social preferences towards familiar and unfamiliar human partners. We found that dogs’ pro-social tendencies did not extend to humans and the identity of the human partners did not influence the rate of food delivery. Interestingly, dogs tested with their human partners spent more time gazing at humans, and did so for longer after food consumption had ended than dogs tested with conspecific partners in the initial study. To allow comparability between results from dogs tested with a conspecific and a human partner, the latter were asked not to communicate with dogs in any way. However, this lack of communication from the human may have been aversive to dogs, leading them to cease performing the task earlier compared to the dogs paired with familiar conspecifics in the prior study. This is in line with previous findings suggesting that human communication in such contexts highly affects dogs’ responses. Consequently, we encourage further studies to examine dogs’ pro-social behavior towards humans taking into consideration their
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attitudinal and motivational factors influencing job performance of ...
African Journals Online (AJOL)
p2333147
Key words: Attitude, motivation, female extension agents, job performance. ... profession as factors limiting their job performance include lack of incentives, irregular ... Organization (FAO) survey reports that 95% of agricultural extension services ... Several studies also report the problems with male extension services as ...
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Espinosa, María Paz; Kovářík, Jaromír
2015-01-01
This study revisits different experimental data sets that explore social behavior in economic games and uncovers that many treatment effects may be gender-specific. In general, men and women do not differ in “neutral” baselines. However, we find that social framing tends to reinforce prosocial behavior in women but not men, whereas encouraging reflection decreases the prosociality of males but not females. The treatment effects are sometimes statistically different across genders and sometimes not but never go in the opposite direction. These findings suggest that (i) the social behavior of both sexes is malleable but each gender responds to different aspects of the social context; and (ii) gender differences observed in some studies might be the result of particular features of the experimental design. Our results contribute to the literature on prosocial behavior and may improve our understanding of the origins of human prosociality. We discuss the possible link between the observed differential treatment effects across genders and the differing male and female brain network connectivity, documented in recent neural studies. PMID:25926783
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Prosocial behaviour and gender
Directory of Open Access Journals (Sweden)
Maria Paz eEspinosa
2015-04-01
Full Text Available This study revisits different experimental data sets that explore social behavior in economic games and uncovers that many treatment effects may be gender-specific. In general, men and women do not differ in neutral baselines. However, we find that social framing tends to reinforce prosocial behavior in women but not men, whereas encouraging reflection decreases the prosociality of males but not females. The treatment effects are sometimes statistically different across genders and sometimes not but never go in the opposite direction. These findings suggest that (i the social behavior of both sexes is malleable but each gender responds to different aspects of the social context, and (ii gender differences observed in some studies might be the result of particular features of the experimental design. Our results contribute to the literature on prosocial behavior and may improve our understanding of the origins of human prosociality. We discuss the possible link between the observed differential treatment effects across genders and the differing male and female brain network connectivity, documented in recent neural studies.
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Noermijati Noermijati; Diana Primasari
2015-01-01
Job stress and motivation has a critical role to enhance female employee performance. The research attempts to analyze the direct effect of job stress and motivation on employee performance, and indirect effect of job stress and motivation on employee performance through job satisfaction. This research involves 108 married female employees, with minimal one year working period, as the population and respondents (census sampling). Using Path analysis, it was found that job stress have signific...
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Janssen, O.; Van Yperen, N.W.
As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance
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Janssen, O.; Yperen, N.W. van
2004-01-01
As hypothesized, data form 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contract, a performance
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Directory of Open Access Journals (Sweden)
Antonio Chirumbolo
2005-10-01
Full Text Available Job insecurity was found to have relevant psychosocial consequences for both individuals and organisations. Recently, research is increasingly focusing on those variables that can moderate its negative influences. In this study, the impact of job insecurity on two indicators of organisational behaviour (i.e. job performance and absenteeism was investigated. It was expected that job insecurity was negatively related to job performance and positively to absenteeism, and that this relationship was moderated by work related attitudes, such as job satisfaction and organisational commitment. Four-hundred and twenty five workers were interviewed with a structured questionnaire. Overall, the hypotheses were supported by the data: job insecurity was in fact negatively correlated with job performance and positively with absenteeism. However, work related attitudes moderated only the effect of job insecurity on job performance but not on absenteeism. Opsomming Daar is gevind dat werksonsekerheid relevante psigososiale gevolge vir beide individue en organisasies inhou. Onlangse navorsing fokus al hoe meer op daardie veranderlikes wat die negetiewe effekte hiervan kan modereer. In hierdie studie is die impak van werksonsekerheid op twee indikatore van organisasiegedrag (werksprestasie en afwesigheid ondersoek. Dit was verwag dat werkonsekerheid ’n negetiewe verhouding tot werksprestasie en ’n positiewe verhouding tot afwesigheid sou gehad het en dat hierdie verhouding gemodereer sou word deur werksverwante gesindhede, soos werkstevredenheid en organisasiegebondenheid. 425 werknemers is met ’n gestruktureerde vraelys ondervra. Die hipotese is oor die algemeen deur die data ondersteun: werksonsekerheid het inderdaad ’n negetiewe korrelasie tot werksprestasie en ’n positiewe korrelasie tot afwesigheid gehad. Werksverwante gesindhede het egter slegs die effek van werksonsekerheid op werksprestasie gemodereer, maar nie op afwesigheid nie.
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Organizational variables on nurses' job performance in Turkey: nursing assessments.
Top, Mehmet
2013-01-01
The purpose of this study was to describe the influence of organizational variables on hospital staff nurses' job performance as reported by staff nurses in two cities in Turkey. Hospital ownership status, employment status were examined for their effect on this influence. The reported influence of organizational variables on job performance was measured by a questionnaire developed for this study. Nurses were asked to evaluate the influence of 28 organizational variables on their job performance using a five-point Likert-type scale (1- Never effective, 5- Very effective). The study used comparative and descriptive study design. The staff nurses who were included in this study were 831 hospital staff nurses. Descriptive statistics, frequencies, t-test, ANOVA and factor analysis were used for data analysis. The study showed the relative importance of the 28 organizational variables in influencing nurses' job performance. Nurses in this study reported that workload and technological support are the most influential organizational variables on their job performance. Factor analysis yielded a five-factor model that explained 53.99% of total variance. Administratively controllable influence job organizational variables influence job performance of nurses in different magnitude.
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Predictors of career commitment and job performance of Jordanian nurses.
Mrayyan, Majd T; Al-Faouri, Ibrahim
2008-04-01
Few studies focused on nurses' career commitment and nurses' job performance. This research aimed at studying variables of nurses' career commitment and job performance, and assessing the relationship between the two concepts as well as their predictors. A survey was used to collect data from a convenient sample of 640 Registered Nurses employed in 24 hospitals. Nurses 'agreed' to be committed to their careers and they were performing their jobs 'well'. As a part of career commitment, nurses were willing to be involved, in their own time, in projects that would benefit patient care. The highest and lowest means of nurses' job performance were reported for the following aspects: leadership, critical care, teaching/collaboration, planning/evaluation, interpersonal relations/communications and professional development. Correlating of total scores of nurses' career commitment and job performance revealed the presence of a significant and positive relationship between the two concepts. Stepwise regression models revealed that the explained variance in nurses' career commitment was 23.9% and that in nurses' job performance was 29.9%. Nurse managers should promote nursing as a career and they should develop and implement various strategies to increase nurses' career commitment and nurses' job performance. These strategies should focus on nurse retention, staff development and quality of care. Nurses' career commitment and job performance are inter-related complex concepts that require further studies to understand, promote and maintain these positive factors in work environments.
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Collaborating To Teach Prosocial Skills.
Allsopp, David H.; Santos, Karen E.; Linn, Reid
2000-01-01
This article describes a collaborative prosocial skills program. Steps of the intervention include forming teams of educators, targeting necessary prosocial skills, developing an instructional plan, determining the setting and collaborative roles, delivery instruction, and providing opportunities for student practice, reinforcement, and…
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Hall, Julie; Morgan, Robert L.; Salzberg, Charles L.
2014-01-01
We investigated the effects of preference and degree of match on job performance of four 19 to 20-year-old young adults with developmental disabilities placed in community-based job conditions. We identified high-preference, high-matched and low-preference, low-matched job tasks using a video web-based assessment program. The job matching…
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Improving Job Performance: Workplace Learning Is the First Step
Daryoush, Younes; Silong, Abu Daud; Omar, Zohara; Othman, Jamilah
2013-01-01
The present study aims to contribute new knowledge to the existing literature on workplace learning and job performance. Particularly, the study analyzes contemporary literature on workplace learning and job performance, specifically formal and informal learning as well as employee task performance and contextual performance. The study…
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Prosocial effects of entertainment television in India.
Brown, W J
1990-01-01
The study examines the prosocial effects of Hum Log (We People), India's 1st long running television soap opera. Hum Log was a prosocial TV program that was designed to promote women's status in Indian society. Regression analysis was used to measure the degree to which exposure to Hum Log affected viewers' (1) awareness of certain prosocial beliefs promoted by the series, (2) level of TV dependency, (3) involvement with the characters of Hum Log, and (4) adherence to 3 prosocial beliefs promoted by Hum Log. Exposure to Hum Log was positively associated with viewer's awareness of the program's prosocial messages, TV dependency, and involvement with TV characters in the series. Viewers who were more exposed to Hum Log were also more likely to believe in women's equality and women's freedom of choice, but not in family planning. The implications of these findings are discussed in terms of present and future research on the use of prosocial TV programs for development in Asia.
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The influence of anonymous peers on prosocial behavior.
Directory of Open Access Journals (Sweden)
Soowon Park
Full Text Available Peer influence on students' maladaptive behaviors has been well documented; however, the influence on positive development is less acknowledged.The purpose of this study was to examine anonymous peer influence on college students' prosocial behavior, specifically behavior for the improvement of society (i.e., donating money or participating in social campaigns via an experimental approach. The effects of indirect peer influence (IP and direct peer influence (DP on college students' prosocial behavior were examined.A total of 125 college students participated in an online survey and laboratory experiment. Self-reported helping behavior, social concern goals, and empathy were measured by the online survey. In the laboratory experiments, reading of a prosocial paragraph (IP and confederates' prosocial behavior (DP were manipulated. Participation in a signature campaign and money donation for illness were observed. Furthermore, 19 participants among those who donated were asked about their reasons for participating in such prosocial behavior.Prosocial behavior of anonymous peers (confederates exerts a profound influence on college students' participation in a signature campaign and money donation, whereas the reading of a prosocial paragraph has no effect. Furthermore, no participants reported peer influence as a reason for engaging in prosocial behavior.This finding supports and extends recent research examining the positive impacts of anonymous peers on prosocial behavior. Prosocial behavior is not only a foundational and consistent aspect of personality, as previous studies report, but is also highly malleable and unstable in response to immediate situations.
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The influence of anonymous peers on prosocial behavior
Shin, Jongho
2017-01-01
Background Peer influence on students’ maladaptive behaviors has been well documented; however, the influence on positive development is less acknowledged. Purpose The purpose of this study was to examine anonymous peer influence on college students’ prosocial behavior, specifically behavior for the improvement of society (i.e., donating money or participating in social campaigns) via an experimental approach. The effects of indirect peer influence (IP) and direct peer influence (DP) on college students’ prosocial behavior were examined. Methods A total of 125 college students participated in an online survey and laboratory experiment. Self-reported helping behavior, social concern goals, and empathy were measured by the online survey. In the laboratory experiments, reading of a prosocial paragraph (IP) and confederates’ prosocial behavior (DP) were manipulated. Participation in a signature campaign and money donation for illness were observed. Furthermore, 19 participants among those who donated were asked about their reasons for participating in such prosocial behavior. Results Prosocial behavior of anonymous peers (confederates) exerts a profound influence on college students’ participation in a signature campaign and money donation, whereas the reading of a prosocial paragraph has no effect. Furthermore, no participants reported peer influence as a reason for engaging in prosocial behavior. Conclusion This finding supports and extends recent research examining the positive impacts of anonymous peers on prosocial behavior. Prosocial behavior is not only a foundational and consistent aspect of personality, as previous studies report, but is also highly malleable and unstable in response to immediate situations. PMID:29016612
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Farh, Crystal I C Chien; Seo, Myeong-Gu; Tesluk, Paul E
2012-07-01
We advance understanding of the role of ability-based emotional intelligence (EI) and its subdimensions in the workplace by examining the mechanisms and context-based boundary conditions of the EI-performance relationship. Using a trait activation framework, we theorize that employees with higher overall EI and emotional perception ability exhibit higher teamwork effectiveness (and subsequent job performance) when working in job contexts characterized by high managerial work demands because such contexts contain salient emotion-based cues that activate employees' emotional capabilities. A sample of 212 professionals from various organizations and industries indicated support for the salutary effect of EI, above and beyond the influence of personality, cognitive ability, emotional labor job demands, job complexity, and demographic control variables. Theoretical and practical implications of the potential value of EI for workplace outcomes under contexts involving managerial complexity are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved).
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29 CFR 1620.18 - Jobs performed under similar working conditions.
2010-07-01
... 29 Labor 4 2010-07-01 2010-07-01 false Jobs performed under similar working conditions. 1620.18... THE EQUAL PAY ACT § 1620.18 Jobs performed under similar working conditions. (a) In general. In order for the equal pay standard to apply, the jobs are required to be performed under similar working...
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AbuAlRub, Raeda Fawzi; Al-Zaru, Ibtisam Moawiah
2008-04-01
To investigate: (1) relationships between job stress, recognition of nurses' performance, job performance and intention to stay among hospital nurses; and (2) the buffering effect of recognition of staff performance on the 'stress-intention to stay at work' relationship. Workplace stress tremendously affects today's workforce. Recognition of nurses' performance needs further investigation to determine if it enhances the level of intention to stay at work and if it can buffer the negative effects of stress on nurses' intention to stay at work. The sample of the present study was a convenience one. It consisted of 206 Jordanian staff nurses who completed a structured questionnaire. The findings of the study indicated a direct and a buffering effect of recognition of nurses' performance on job stress and the level of intention to stay at work. The results of the study indicated the importance of recognition for outstanding performance as well as achievements. Implications for nursing management The results of this study support the need to focus on the implementation of recognition strategies in the workplace to reduce job stress and enhance retention.
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Group Music Training and Children's Prosocial Skills.
Schellenberg, E Glenn; Corrigall, Kathleen A; Dys, Sebastian P; Malti, Tina
2015-01-01
We investigated if group music training in childhood is associated with prosocial skills. Children in 3rd or 4th grade who attended 10 months of music lessons taught in groups were compared to a control group of children matched for socio-economic status. All children were administered tests of prosocial skills near the beginning and end of the 10-month period. Compared to the control group, children in the music group had larger increases in sympathy and prosocial behavior, but this effect was limited to children who had poor prosocial skills before the lessons began. The effect was evident even when the lessons were compulsory, which minimized the role of self-selection. The results suggest that group music training facilitates the development of prosocial skills.
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Proactive personality and job performance: the role of job crafting and work engagement
Bakker, A.B.; Tims, M.; Derks, D.
2012-01-01
The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own
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Hospital nurse job attitudes and performance: the impact of employment status.
Chu, Cheng-I; Hsu, Yao-Feng
2011-03-01
According to the 2007 Taiwan Labor Front Human Resources Report, as much as 47.6% of nurses at some public hospitals were contracted rather than full time. Furthermore, turnover rates for contract nurses were found to be as high as five to eight times of those for full-time nurses. Because high turnover rates are likely to induce negative impacts on the stability of care provided in the absence of staffing continuity, the association between nursing employment arrangement and nursing care quality is attracting greater attention. This study was designed to investigate the work status of contract versus full-time nurses at a public hospital in Taiwan and to examine the impact of such on work-related attitudes, organizational citizenship behavior, and job performance. Samples were recruited from a public hospital in Taiwan. In addition to self-rated items, researchers used supervisor-rated structured questionnaires for job performance to attenuate the possible effect of common method bias. The study investigated the impact of hospital nurse employment status on work-related attitudes, organizational citizenship behavior, and job performance using a regression model that included the critical work-related attitudes variables of job satisfaction and organizational commitment. Study findings included the following: (a) organizational commitment, job satisfaction, organizational citizenship behavior, and job performance correlate positively with one another. (b) No significant difference between contract and full-time nurses was found in terms of organizational commitment, job satisfaction, organizational citizenship behavior, and self-rated job performance. However, when rated by supervisors, reported job performance levels for full-time nurses were significantly higher than those of contract nurses. (c) Organizational citizenship behavior exhibited a mediating effect between job satisfaction, organizational commitment, and job performance. In this study, supervisors
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Group Music Training and Children's Prosocial Skills.
Directory of Open Access Journals (Sweden)
E Glenn Schellenberg
Full Text Available We investigated if group music training in childhood is associated with prosocial skills. Children in 3rd or 4th grade who attended 10 months of music lessons taught in groups were compared to a control group of children matched for socio-economic status. All children were administered tests of prosocial skills near the beginning and end of the 10-month period. Compared to the control group, children in the music group had larger increases in sympathy and prosocial behavior, but this effect was limited to children who had poor prosocial skills before the lessons began. The effect was evident even when the lessons were compulsory, which minimized the role of self-selection. The results suggest that group music training facilitates the development of prosocial skills.
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Sun, Tao; Zhao, Xiao Wen; Yang, Li Bin; Fan, Li Hua
2012-01-01
The objective of this study was to provide empirical evidence on the relationships between psychological capital, job embeddedness and performance. This paper also seeks to present the theoretical development of psychological capital and job embeddedness in nursing research and their application to nursing practices. Psychological capital was recently identified as a core construct in the literature of positive psychology. However, there is considerably less evidence on its positive effects on job embeddedness and performance among nursing personnel. Questionnaires were distributed to approximately 1000 nurses employed in five university hospitals in Heilongjiang province in China. Data were collected in november 2009. the response rate was 73·3%. structural equation modelling was employed to test the proposed relationships. The results support the hypothesized model. This research outlined a strong relationship between the self-reported psychological capital, job embeddedness and performance of the nurses. The study findings suggest that improving the individual-accumulated psychological state of nurses will have a positive impact on their retention intention and job performance. These findings suggest that higher psychological capital increases the self-reported job embeddedness and performance of these nurses. © 2011 Blackwell Publishing Ltd.
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Joo, Baek-Kyoo; Jeung, Chang-Wook; Yoon, Hea Jun
2010-01-01
This study investigates the effects of core self-evaluations, job autonomy, and intrinsic motivation on employees' perceptions of their in-role job performance, based on a cross-sectional survey of 283 employees in a Fortune Global 100 company in Korea. The results suggest that employees perceived higher in-role job performance when they had…
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Directory of Open Access Journals (Sweden)
A Hussein Fattah
2017-10-01
Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.
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Carlo, Gustavo; White, Rebecca M B; Streit, Cara; Knight, George P; Zeiders, Katharine H
2018-03-01
This article examined parenting styles and prosocial behaviors as longitudinal predictors of academic outcomes in U.S. Mexican youth. Adolescents (N = 462; Wave 1 M age = 10.4 years; 48.1% girls), parents, and teachers completed parenting, prosocial behavior, and academic outcome measures at 5th, 10th, and 12th grades. Authoritative parents were more likely to have youth who exhibited high levels of prosocial behaviors than those who were moderately demanding and less involved. Fathers and mothers who were less involved and mothers who were moderately demanding were less likely than authoritative parents to have youth who exhibited high levels of prosocial behaviors. Prosocial behaviors were positively associated with academic outcomes. Discussion focuses on parenting, prosocial behaviors, and academic attitudes in understanding youth academic performance. © 2017 The Authors. Child Development © 2017 Society for Research in Child Development, Inc.
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Cheung, Ping Chung; Ma, Hing Keung; Shek, Daniel T. L.
1998-01-01
Data from a sample of 673 Chinese adolescents lent support to the hypothesis that concepts of success or achievement goals affect both inclination to and the actual performance of prosocial acts. Sex differences and grade differences in the relationship between conceptions of success and prosocial and antisocial behaviors were found. Discusses…
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Schat, Aaron; Frone, Michael R
2011-01-01
Despite the growing literature on workplace aggression and the importance of employee performance at work, few studies have examined the relation between workplace aggression and job performance. The purpose of this study was to investigate the relations between psychological aggression at work and two forms of job performance (task performance and contextual performance) and potential mediators of these relations. Based on Conservation of Resources theory and prior research, a model was developed and tested in which overall job attitudes (i.e., job satisfaction and organizational commitment) and overall personal health (i.e., physical and psychological health) fully mediate the relations between exposure to psychological aggression at work and both task performance and contextual performance. Data were obtained from a national probability sample of US workers (N = 2376) and the model was tested using structural equation modelling. The results supported the hypothesized model, demonstrating that exposure to psychological aggression at work negatively predicted both task performance and contextual performance, and that these relations were explained by decrements in job attitudes and health associated with exposure to psychological aggression at work.
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Self-efficacy as predictor of job performance of public secondary ...
African Journals Online (AJOL)
The study investigated the level of job performance and self-efficacy of public secondary school teachers in Osun State. It also examined self-efficacy as a predictor of teachers' job performance with a view to enhancing job productivity. The study adopted survey design. The population consisted of public secondary school ...
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Job Satisfaction, Effort, and Performance: A Reasoned Action Perspective
Directory of Open Access Journals (Sweden)
Icek Ajzen
2011-12-01
Full Text Available In this article the author takes issue with the recurrent reliance on job satisfaction to explain job-related effort and performance. The disappointing findings in this tradition are explained by lack of compatibility between job satisfaction–-a very broad attitude–-and the more specific effort and performance criteria. Moreover, attempts to apply the expectancy-value model of attitude to explore the determinants of effort and performance suffer from reliance on unrepresentative sets of beliefs about the likely consequences of these behaviors. The theory of planned behavior (Ajzen, 1991, 2012, with its emphasis on the proximal antecedents of job effort and performance, is offered as an alternative. According to the theory, intentions to exert effort and to attain a certain performance level are determined by attitudes, subjective norms, and perceptions of control in relation to these behaviors; and these variables, in turn, are a function of readily accessible beliefs about the likely outcomes of effort and performance, about the normative expectations of important others, and about factors that facilitate or hinder effective performance.
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Kaiser, Florian G; Byrka, Katarzyna
2011-02-01
According to Hardin (1968), environmental deterioration stems from self-interest undermining people's resource conservation in the collective interest. Not surprisingly, selfless prosocial motives, such as personal feelings of moral obligation, have often been recognized as a key force behind people's environmentalism. In our research, we anticipated that environmentalists-people with an inclination for pro-environmental engagement-would possess a propensity to generally act prosocially. In an extension of previous work, we expected that a well-established self-report measure of past conservation behavior would predict people's active participation in a psychological experiment. Based on subjects' degree of environmental engagement, originally established in 2003, we re-contacted a sample of 502 persons in 2005. Of these 502 (68.5% low, 31.5% high in environmentalism), 131 showed up for the announced experiment. Among those participants, we found that environmentalists' prosocial personalities were additionally reflected in their social value orientations. Ninety percent of the environmentalists turned out to be prosocials, whereas only 65% of the less environmentally engaged subjects were prosocials. Overall, our findings lend credit to a notion of environmentalism as an indicator of even subtle quantitative differences in a person's prosocial trait level. By and large, environmentalists acted more prosocially even in mundane activities unrelated to environmental conservation. Additional evidence comes from the commons dilemma experiment in which the participants partook. There, we generally found comparatively more cooperation with others for the collective good from people high in environmentalism. Our findings represent circumstantial evidence for a prosocial propensity dimension along which people differ, and which is also reflected in people's pro-environmental behavioral performance. If, however, environmentalism has to be regarded as indicative of a
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Relationship between Teachers' Job Satisfaction and Students' Academic Performance
Iqbal, Asif; Aziz, Fakhra; Farooqi, Tahir Khan; Ali, Shabbir
2016-01-01
Problem Statement: An extensive literature on Job satisfaction has shown, teachers who are satisfied with their jobs perform better. Along with various indicators of teachers' job satisfaction, variables such as organizational justice (Nojani, Arjmandnia, Afrooz, & Rajabi, 2012), organizational culture (Hosseinkhanzadeh, Hosseinkhanzadeh,…
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Ikeda, Hiroshi; Furukawa, Hisataka
2015-04-01
cThis study examined the interactive effect of management by group goals and job interdependence on employee's activities in terms of task and contextual performance. A survey was conducted among 140 Japanese employees. Results indicated that management by group goals was related only to contextual performance. Job interdependence, however, had a direct effect on both task and contextual performance. Moreover, moderated regression analyses revealed that for work groups requiring higher interdependence among employees, management by group goals had a positive relation to contextual performance but not to task performance. When interdependence was not necessarily required, however, management by group goals had no relation to contextual performance and even negatively impacted task performance, respectively. These results show that management by group goals affects task and contextual performance, and that this effect is moderated by job interdependence. This provides a theoretical extension as well as a practical application to the setting and management of group goals.
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Bouckenooghe, Dave; Raja, Usman; Butt, Arif Nazir
2013-01-01
Capturing data from employee-supervisor dyads (N = 321) from eight organizations in Pakistan, including human service organizations, an electronics assembly plant, a packaging material manufacturing company, and a small food processing plant, we used moderated regression analysis to examine whether the relationships between trait affect (positive affectivity [PA] and negative affectivity [NA]) and two key work outcome variables (job performance and turnover) are contingent upon the level of job satisfaction. We applied the Trait Activation Theory to explain the moderating effect of job satisfaction on the relationship between affect and performance and between affect and turnover. Overall, the data supported our hypotheses. Positive and negative affectivity influenced performance and the intention to quit, and job satisfaction moderated these relationships. We discuss in detail the results of these findings and their implications for research and practice.
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Does home life interfere with or facilitate job performance?
Demerouti, E.; Bakker, A.B.; Voydanoff, P.
2010-01-01
The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home-work facilitation (HWF). Home demands were
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How does the prosocial self-perception develop in childhood?
伊藤, 順子
2008-01-01
The purpose of this study was to examine the development of the prosocial self-perception (sense of value, efficacy). Thirty 5-year-olds, one hundred one 6-year-olds, sixty three 7-yearolds, eighty seven 8-year-olds, and seventy eight 9-year-olds were administrated the Prosocial Self-Perception Scale which consisted of 10 prosocial items. Children were asked their sense of value and efficacy for each item : how they thought they had better be prosocial (sense of value) and could be prosocial ...
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Cortical thickness and prosocial behavior in school-age children: A population-based MRI study.
Thijssen, Sandra; Wildeboer, Andrea; Muetzel, Ryan L; Bakermans-Kranenburg, Marian J; El Marroun, Hanan; Hofman, Albert; Jaddoe, Vincent W V; van der Lugt, Aad; Verhulst, Frank C; Tiemeier, Henning; van IJzendoorn, Marinus H; White, Tonya
2015-01-01
Prosocial behavior plays an important role in establishing and maintaining relationships with others and thus may have important developmental implications. This study examines the association between cortical thickness and prosocial behavior in a population-based sample of 6- to 9-year-old children. The present study was embedded within the Generation R Study. Magnetic resonance scans were acquired from 464 children whose parents had completed the prosocial scale of the Strengths and Difficulties Questionnaire. To study the association between cortical thickness and prosocial behavior, we performed whole-brain surface-based analyses. Prosocial behavior was related to a thicker cortex in a cluster that covers part of the left superior frontal and rostral middle frontal cortex (p Gender moderated the association between prosocial behavior and cortical thickness in a cluster including the right rostral middle frontal and superior frontal cortex (p right superior parietal cortex, cuneus, and precuneus (p theory of mind (superior frontal cortex, rostral middle frontal cortex cuneus, and precuneus) and inhibitory control (superior frontal and rostral middle frontal cortex).
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Does Religious Belief Promote Prosociality? A Critical Examination
Galen, Luke W.
2012-01-01
Numerous authors have suggested that religious belief has a positive association, possibly causal, with prosocial behavior. This article critiques evidence regarding this "religious prosociality" hypothesis from several areas of the literature. The extant literature on religious prosociality is reviewed including domains of charity,…
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29 CFR 1620.16 - Jobs requiring equal effort in performance.
2010-07-01
..., however, that men and women are working side by side on a line assembling parts. Suppose further that one... 29 Labor 4 2010-07-01 2010-07-01 false Jobs requiring equal effort in performance. 1620.16 Section... EQUAL PAY ACT § 1620.16 Jobs requiring equal effort in performance. (a) In general. The jobs to which...
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Gitter, Seth A; Ewell, Patrick J; Guadagno, Rosanna E; Stillman, Tyler F; Baumeister, Roy F
2013-01-01
Previous work has shown that playing violent video games can stimulate aggression toward others. The current research has identified a potential exception. Participants who played a violent game in which the violence had an explicitly prosocial motive (i.e., protecting a friend and furthering his nonviolent goals) were found to show lower short-term aggression (Study 1) and show higher levels of prosocial cognition (Study 2) than individuals who played a violent game in which the violence was motivated by more morally ambiguous motives. Thus, violent video games that are framed in an explicitly prosocial context may evoke more prosocial sentiments and thereby mitigate some of the short-term effects on aggression observed in previous research. While these findings are promising regarding the potential aggression-reducing effects of prosocial context, caution is still warranted as a small effect size difference (d = .2-.3), although nonsignificant, was still observed between those who played the explicitly prosocial violent game and those who played a nonviolent game; indicating that aggressive behavior was not completely eliminated by the inclusion of a prosocial context for the violence. © 2013 Wiley Periodicals, Inc.
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The Association between Meditation Practice and Job Performance: A Cross-Sectional Study.
Directory of Open Access Journals (Sweden)
Koichiro Shiba
Full Text Available Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1 estimate the prevalence of meditation practice, (2 identify the characteristics of individuals who practice meditation, and (3 examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665 practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470 indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p < .001, subjective job performance (β = 0.116, p < .001, and job satisfaction (β = 0.079, p = .002, even after adjusting for covariates (β = 0.083, p < .001; β = 0.104, p < .001; β = 0.060, p = .015, respectively. The results indicate that meditation practice may positively influence job performance, including job satisfaction, subjective job
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Causal Relationship between Teachers' Job Performance and ...
African Journals Online (AJOL)
Nneka Umera-Okeke
The study investigated teachers' job performance and students' academic .... The rating scale, tagged Student Academic Performance Rating Scale ..... term may engender teachers' motivation and enthusiasm for improved instructional.
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Self-other resonance, its control and prosocial inclinations: Brain-behavior relationships.
Christov-Moore, Leonardo; Iacoboni, Marco
2016-04-01
Humans seem to place a positive reward value on prosocial behavior. Evidence suggests that this prosocial inclination is driven by our reflexive tendency to share in the observed sensations, emotions and behavior of others, or "self-other resonance". In this study, we examine how neural correlates of self-other resonance relate to prosocial decision-making. Subjects performed two tasks while undergoing fMRI: observation of a human hand pierced by a needle, and observation and imitation of emotional facial expressions. Outside the scanner, subjects played the Dictator Game with players of low or high income (represented by neutral-expression headshots). Subjects' offers in the Dictator Game were correlated with activity in neural systems associated with self-other resonance and anticorrelated with activity in systems implicated in the control of pain, affect, and imitation. Functional connectivity between areas involved in self-other resonance and top-down control was negatively correlated with subjects' offers. This study suggests that the interaction between self-other resonance and top-down control processes are an important component of prosocial inclinations towards others, even when biological stimuli associated with self-other resonance are limited. These findings support a view of prosocial decision-making grounded in embodied cognition. © 2016 Wiley Periodicals, Inc.
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Emotion regulation moderates the association between empathy and prosocial behavior.
Lockwood, Patricia L; Seara-Cardoso, Ana; Viding, Essi
2014-01-01
Theory and evidence suggest that empathy is an important motivating factor for prosocial behaviour and that emotion regulation, i.e. the capacity to exert control over an emotional response, may moderate the degree to which empathy is associated with prosocial behaviour. However, studies to date have not simultaneously explored the associations between different empathic processes and prosocial behaviour, nor whether different types of emotion regulation strategies (e.g. cognitive reappraisal and expressive suppression) moderate associations between empathy and prosocial behaviour. One hundred-and-ten healthy adults completed questionnaire measures of empathy, emotion regulation and prosocial tendencies. In this sample, both affective and cognitive empathy predicted self-reported prosocial tendencies. In addition, cognitive reappraisal moderated the association between affective empathy and prosocial tendencies. Specifically, there was a significant positive association between empathy and prosocial tendencies for individuals with a low or average tendency to reappraise but not for those with a high tendency to reappraise. Our findings suggest that, in general, empathy is positively associated with prosocial behaviour. However, this association is not significant for individuals with a high tendency for cognitive reappraisal.
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Neurocomputational mechanisms of prosocial learning and links to empathy.
Lockwood, Patricia L; Apps, Matthew A J; Valton, Vincent; Viding, Essi; Roiser, Jonathan P
2016-08-30
Reinforcement learning theory powerfully characterizes how we learn to benefit ourselves. In this theory, prediction errors-the difference between a predicted and actual outcome of a choice-drive learning. However, we do not operate in a social vacuum. To behave prosocially we must learn the consequences of our actions for other people. Empathy, the ability to vicariously experience and understand the affect of others, is hypothesized to be a critical facilitator of prosocial behaviors, but the link between empathy and prosocial behavior is still unclear. During functional magnetic resonance imaging (fMRI) participants chose between different stimuli that were probabilistically associated with rewards for themselves (self), another person (prosocial), or no one (control). Using computational modeling, we show that people can learn to obtain rewards for others but do so more slowly than when learning to obtain rewards for themselves. fMRI revealed that activity in a posterior portion of the subgenual anterior cingulate cortex/basal forebrain (sgACC) drives learning only when we are acting in a prosocial context and signals a prosocial prediction error conforming to classical principles of reinforcement learning theory. However, there is also substantial variability in the neural and behavioral efficiency of prosocial learning, which is predicted by trait empathy. More empathic people learn more quickly when benefitting others, and their sgACC response is the most selective for prosocial learning. We thus reveal a computational mechanism driving prosocial learning in humans. This framework could provide insights into atypical prosocial behavior in those with disorders of social cognition.
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Broek, T.A. van den; Need, A.; Ehrenhard, M.L.; Hiemstra, D.; Priante, A.
2015-01-01
Sociological research points at norms and social networks as antecedents of prosocial behavior. To date, the literature remains undecided on how these factors jointly influence prosocial behavior. Furthermore, the use of social media by campaign organizations may change the need for formal networks to organize large-scale collective action. Hence, in this paper we examine the interplay of prosocial norms and the structure of online social networks on offline prosocial behavior. For this purpo...
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Leadership Styles of Principals and Job Performance of Staff in ...
African Journals Online (AJOL)
Leadership Styles of Principals and Job Performance of Staff in Secondary Schools in Delta State of Nigeria. ... recommended that principals should adopt the democratic leadership style to boost better job performance among staff and in essence enhance administrative effectiveness and students‟ academic performance.
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Measurement of prosocial reasoning among Chinese adolescents.
Lai, Frank H Y; Siu, Andrew M H; Chan, Chewtyn C H; Shek, Daniel T L
2012-01-01
This study attempted to develop a standardized instrument for assessment of prosocial reasoning in Chinese populations. The Prosocial Reasoning Objective Measure (PROM) was translated, and a two-stage study was conducted to evaluate the psychometric properties of the translated instrument. The content validity, cultural relevance, and reading level of the translated instrument were evaluated by an expert panel. Upon revisions according to the expert opinions, the Chinese PROM demonstrated good content validity, "good-to-very good test-retest" reliability, and internal consistency. However, only partial support to the convergent validity of the Chinese PROM was found. In the first stage of the study (n = 50), the PROM scores had high positive correlations with empathy and negative correlations with personal distress and fantasy. These results were consistent with theoretical expectations, although this is also a concern that empathy had a close-to-unity correlation with PROM score in the small sample study of stage 1. In the second stage of the study (n = 566), the relationship between PROM scores and prosocial behavior appeared to be weak. Results suggest that there were many personal, family, or social factors that were linked to prosocial behavior, and prosocial reasoning might only contribute to a small proportion of variation in prosocial behavior among adolescents.
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Measurement of Prosocial Reasoning among Chinese Adolescents
Directory of Open Access Journals (Sweden)
Frank H. Y. Lai
2012-01-01
Full Text Available This study attempted to develop a standardized instrument for assessment of prosocial reasoning in Chinese populations. The Prosocial Reasoning Objective Measure (PROM was translated, and a two-stage study was conducted to evaluate the psychometric properties of the translated instrument. The content validity, cultural relevance, and reading level of the translated instrument were evaluated by an expert panel. Upon revisions according to the expert opinions, the Chinese PROM demonstrated good content validity, “good-to-very good test-retest” reliability, and internal consistency. However, only partial support to the convergent validity of the Chinese PROM was found. In the first stage of the study (=50, the PROM scores had high positive correlations with empathy and negative correlations with personal distress and fantasy. These results were consistent with theoretical expectations, although this is also a concern that empathy had a close-to-unity correlation with PROM score in the small sample study of stage 1. In the second stage of the study (=566, the relationship between PROM scores and prosocial behavior appeared to be weak. Results suggest that there were many personal, family, or social factors that were linked to prosocial behavior, and prosocial reasoning might only contribute to a small proportion of variation in prosocial behavior among adolescents.
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Prosociality: the contribution of traits, values, and self-efficacy beliefs.
Caprara, Gian Vittorio; Alessandri, Guido; Eisenberg, Nancy
2012-06-01
The present study examined how agreeableness, self-transcendence values, and empathic self-efficacy beliefs predict individuals' tendencies to engage in prosocial behavior (i.e., prosociality) across time. Participants were 340 young adults, 190 women and 150 men, age approximately 21 years at Time 1 and 25 years at Time 2. Measures of agreeableness, self-transcendence, empathic self-efficacy beliefs, and prosociality were collected at 2 time points. The findings corroborated the posited paths of relations, with agreeableness directly predicting self-transcendence and indirectly predicting empathic self-efficacy beliefs and prosociality. Self-transcendence mediated the relation between agreeableness and empathic self-efficacy beliefs. Empathic self-efficacy beliefs mediated the relation of agreeableness and self-transcendence to prosociality. Finally, earlier prosociality predicted agreeableness and empathic self-efficacy beliefs assessed at Time 2. The posited conceptual model accounted for a significant portion of variance in prosociality and provides guidance to interventions aimed at promoting prosociality. 2012 APA, all rights reserved
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Leader-member exchange, work engagement and job performance
Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.
2015-01-01
Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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Leader-member exchange, work engagement, and job performance.
Breevaart, K.; Bakker, A. B.; Demerouti, E.; Van den Heuvel, M.
2015-01-01
Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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Leader-member exchange, work engagement, and job performance
Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.
2015-01-01
Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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The Association between Meditation Practice and Job Performance: A Cross-Sectional Study.
Shiba, Koichiro; Nishimoto, Masahiro; Sugimoto, Minami; Ishikawa, Yoshiki
2015-01-01
Many previous studies have shown that meditation practice has a positive impact on cognitive and non-cognitive functioning, which are related to job performance. Thus, the aims of this study were to (1) estimate the prevalence of meditation practice, (2) identify the characteristics of individuals who practice meditation, and (3) examine the association between meditation practice and job performance. Two population-based, cross-sectional surveys were conducted. In study 1, we examined the prevalence of meditation practice and the characteristics of the persons practicing meditation; in Study 2, we examined the association between meditation practice and job performance. The outcome variables included work engagement, subjective job performance, and job satisfaction. The Utrecht Work Engagement Scale was used to assess work engagement, the World Health Organization Health and Work Performance Questionnaire (HPQ) was used to measure subjective job performance, and a scale developed by the Japanese government was used to assess job satisfaction. Hierarchical multiple regression analyses were used in Study 2. Demographic characteristics and behavioral risk factors were included as covariates in the analyses. The results of Study 1 indicated that 3.9% of persons surveyed (n = 30,665) practiced meditation; these individuals were younger and had a higher education, higher household income, higher stress level, and lower body mass index than those who did not practice meditation. The results of Study 2 (n = 1,470) indicated that meditation practice was significantly predictive of work engagement (β = 0.112, p meditation practice may positively influence job performance, including job satisfaction, subjective job performance, and work engagement.
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Job Performance Aid Methods (for Job Guide Manuals and Other Formats).
James, Frank W.
The report provides simplified instructions for writing and illustrating Job Performance Aids (JPAs). JPAs are step-by-step work instructions geared to the intellectual level of the performer and background training aids for psychological task preparedness. The first two sections of the report discuss the origin of JPAs and the principles of task…
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Effects of Advance Organizer Instruction on Preschool Children's Prosocial Behavior.
Lawton, Joseph T.; Burk, Jill
This study investigated the effects of advanced organizer instruction on 3- to 5-year-old preschoolers' learning of general prosocial skill concepts, rules for using prosocial skills, and spontaneous prosocial behavior. The six prosocial skills considered included cooperation, sharing, taking turns, helping, demonstration of awareness of another's…
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Emotion Regulation Moderates the Association between Empathy and Prosocial Behavior
Lockwood, Patricia L.; Seara-Cardoso, Ana; Viding, Essi
2014-01-01
Theory and evidence suggest that empathy is an important motivating factor for prosocial behaviour and that emotion regulation, i.e. the capacity to exert control over an emotional response, may moderate the degree to which empathy is associated with prosocial behaviour. However, studies to date have not simultaneously explored the associations between different empathic processes and prosocial behaviour, nor whether different types of emotion regulation strategies (e.g. cognitive reappraisal and expressive suppression) moderate associations between empathy and prosocial behaviour. One hundred–and-ten healthy adults completed questionnaire measures of empathy, emotion regulation and prosocial tendencies. In this sample, both affective and cognitive empathy predicted self-reported prosocial tendencies. In addition, cognitive reappraisal moderated the association between affective empathy and prosocial tendencies. Specifically, there was a significant positive association between empathy and prosocial tendencies for individuals with a low or average tendency to reappraise but not for those with a high tendency to reappraise. Our findings suggest that, in general, empathy is positively associated with prosocial behaviour. However, this association is not significant for individuals with a high tendency for cognitive reappraisal. PMID:24810604
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Need Satisfaction at Work, Job Strain, and Performance: A Diary Study.
De Gieter, Sara; Hofmans, Joeri; Bakker, Arnold B
2017-08-24
We performed a daily diary study to examine the mediating role of autonomy need satisfaction and competence need satisfaction in the relationships between job characteristics (i.e., job resources, challenge and hindrance demands) and strain and performance. For 10 consecutive working days, 194 employees reported on their daily job resources, challenge and hindrance demands, task performance, strain level, and satisfaction of the needs for competence and autonomy. Multilevel path modeling demonstrated that the within-person relationships between job resources, challenge and hindrance demands, and strain are mediated by autonomy need satisfaction, but not by competence need satisfaction. However, the relationships between job resources and hindrance demands, and performance are mediated by both competence and autonomy need satisfaction. Our findings show that organizations may benefit from designing jobs that provide employees with the opportunity to satisfy their basic needs for competence and autonomy. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
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A personality trait-based interactionist model of job performance.
Tett, Robert P; Burnett, Dawn D
2003-06-01
Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.
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Thoresen, Carl J; Bradley, Jill C; Bliese, Paul D; Thoresen, Joseph D
2004-10-01
This study extends the literature on personality and job performance through the use of random coefficient modeling to test the validity of the Big Five personality traits in predicting overall sales performance and sales performance trajectories--or systematic patterns of performance growth--in 2 samples of pharmaceutical sales representatives at maintenance and transitional job stages (K. R. Murphy, 1989). In the maintenance sample, conscientiousness and extraversion were positively associated with between-person differences in total sales, whereas only conscientiousness predicted performance growth. In the transitional sample, agreeableness and openness to experience predicted overall performance differences and performance trends. All effects remained significant with job tenure statistically controlled. Possible explanations for these findings are offered, and theoretical and practical implications of findings are discussed. (c) 2004 APA, all rights reserved
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Prosocial behaviours of young adolescents: a focus group study.
Bergin, Christi; Talley, Susan; Hamer, Lynne
2003-02-01
This study investigated young adolescents' perceptions of their peers' prosocial behaviours. In eight focus groups, 53 11- to 13-year olds described specific prosocial acts of their peers. Results suggest that traditional research has not addressed the diversity of prosocial behaviours that youth enact, nor emphasized behaviours that are salient to young adolescents. Such behaviours included standing up for others, encouraging others, helping others develop skills, including others who are left out, and being humorous. Facilitating emotional regulation of others emerged as an important component of prosocial behaviour. These data can help guide future research on prosocial development to include a broader array of authentic behaviours of young adolescents.
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Relationship between Trust, Distributed Leadership and Job Performance in Health Care Context
DEFF Research Database (Denmark)
Jain, Ajay K.; Günzel-Jensen, Franziska
2014-01-01
satisfaction mediates the relationship between vertical trust and distributed leadership, and further distributed leadership had a positive impact on job performance. Furthermore, the results also showed that job satisfaction had a positively significant impact on distributed leadership and employees......´ performance. Moreover, distributed leadership has affected employees´ performance positively and it carries the impact of job satisfaction on performance. Implications: The study showed that trust and job satisfaction are important triggers of DL. Furthermore, results are also interesting because literature......Purpose: This study aims at investigating the effect of vertical trust on distributed leadership and performance as mediated by job satisfaction, and further to see the role of DL in carrying out the effect of satisfaction on employees´ performance. Design: Grounded in literature on organizational...
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Awe, the small self, and prosocial behavior.
Piff, Paul K; Dietze, Pia; Feinberg, Matthew; Stancato, Daniel M; Keltner, Dacher
2015-06-01
Awe is an emotional response to perceptually vast stimuli that transcend current frames of reference. Guided by conceptual analyses of awe as a collective emotion, across 5 studies (N = 2,078) we tested the hypothesis that awe can result in a diminishment of the individual self and its concerns, and increase prosocial behavior. In a representative national sample (Study 1), dispositional tendencies to experience awe predicted greater generosity in an economic game above and beyond other prosocial emotions (e.g., compassion). In follow-up experiments, inductions of awe (relative to various control states) increased ethical decision-making (Study 2), generosity (Study 3), and prosocial values (Study 4). Finally, a naturalistic induction of awe in which participants stood in a grove of towering trees enhanced prosocial helping behavior and decreased entitlement compared to participants in a control condition (Study 5). Mediational data demonstrate that the effects of awe on prosociality are explained, in part, by feelings of a small self. These findings indicate that awe may help situate individuals within broader social contexts and enhance collective concern. (c) 2015 APA, all rights reserved).
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Personality, Political Skill, and Job Performance
Blickle, Gerhard; Meurs, James A.; Zettler, Ingo; Solga, Jutta; Noethen, Daniela; Kramer, Jochen; Ferris, Gerald R.
2008-01-01
Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), "Handbook of industrial and organizational psychology" (2nd ed., pp. 873-919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance.…
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Emotional intelligence and job performance: The mediating role of work-family balance.
Weinzimmer, Laurence G; Baumann, Heidi M; Gullifor, Daniel P; Koubova, Veronika
2017-01-01
In this study, we examine the dynamics between emotional intelligence, work-family balance, and job performance. A review of the literature to date has shown distinct relationships between emotional intelligence to job performance and work-family balance to job performance. We utilize a sample of 233 respondents to empirically test our set of hypotheses that contend work-family balance mediates the relationship between emotional intelligence and job performance. Our results support these hypotheses. Practical implications and directions for future research are discussed.
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The Effects of Collaboration and Competition on Pro-Social Prospective Memory
Directory of Open Access Journals (Sweden)
Guido D’Angelo
2012-09-01
Full Text Available The social underpinnings of remembering to perform an action in the future (i.e., prospective memory, PM have been recently shown to be an important feature of prospective memory functioning (Brandimonte, Ferrante, Bianco, & Villani, 2010. One emergent, though neglected, issue refers to the way people remember to do things 'with others' and 'for others'. In two experiments, participants were requested to collaborate or compete during an event-based PM task. In Experiment 1, they could also gain money for donation, while in Experiment 2 they could get personal earnings. Participants completed a parity judgment ongoing task and a PM task. Results revealed that a decrease in PM performance occurred with collaboration, as a result of responsibility sharing. In contrast, the pro-social nature of the PM task improved participants' performance. Interestingly, pro-sociality prevented the detrimental effect of collaboration (experiments 1 and 2, while a personal gain did not contrast responsibility sharing (experiment 2. Surprisingly, competition did not significantly affect PM performance. Finally, an increase of the monitoring costs during the ongoing task was associated with pro-social goals. This pattern of result suggests that PM is influenced by social drives and points to a pivotal role of motivation in regulating conscious mechanisms underlying memory for intentions.
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Beyond good and evil: what motivations underlie children's prosocial behavior?
Martin, Alia; Olson, Kristina R
2015-03-01
Researchers have proposed different accounts of the development of prosocial behavior in children. Some have argued that behaviors like helping and sharing must be learned and reinforced; others propose that children have an initially indiscriminate prosocial drive that declines and becomes more selective with age; and yet others contend that even children's earliest prosocial behaviors share some strategic motivations with the prosociality of adults (e.g., reputation enhancement, social affiliation). We review empirical and observational research on children's helping and sharing behaviors in the first 5 years of life, focusing on factors that have been found to influence these behaviors and on what these findings suggest about children's prosocial motivations. We use the adult prosociality literature to highlight parallels and gaps in the literature on the development of prosocial behavior. We address how the evidence reviewed bears on central questions in the developmental psychology literature and propose that children's prosocial behaviors may be driven by multiple motivations not easily captured by the idea of intrinsic or extrinsic motivation and may be selective quite early in life. © The Author(s) 2015.
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Prosocial competencies among adolescent siblings of the physically disabled
Directory of Open Access Journals (Sweden)
Lidia Perenc
2015-09-01
Full Text Available Background The current study examined possible prosocial benefits of having a disabled sibling. Until now research has mainly focused on the negative effects of having a sibling with a disability. We hypothesized that regular and frequent interactions with a disabled person should result in an increase of positive attitude and empathy toward other people who are in a disadvantageous situation. Participants and procedure A sample of 208 students from public secondary schools (middle and high schools completed the Polish version of the Prosocial Tendencies Measure (PTM in order to assess the tendencies to prosocial behaviors in different conditions. Participants were between 13 and 18 years old. Ninety-six adolescents had a disabled sibling (group T and 112 constituted the control group (group C. Results Results showed that group T generally scored higher than group C in the number of helping behaviors. Furthermore, girls scored higher than boys in anonymous prosocial behaviors. The older adolescents are more inclined to use helping behaviors both in anonymous and compliant situations than their younger colleagues. Conclusions Presence of disabled children in a family context may facilitate prosocial behavior in their non-disabled siblings. Older participants less frequently described themselves as prosocial in public situations. In contrast, younger adolescents reported weaker prosocial tendencies in anonymous and compliant situations. The effect of gender on prosocial tendencies was significant for public prosocial behavior, with a higher level achieved by males in this domain. Data analysis also showed significantly greater emotional and altruistic tendencies in females than in males.
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Playing prosocial video games increases empathy and decreases schadenfreude.
Greitemeyer, Tobias; Osswald, Silvia; Brauer, Markus
2010-12-01
Past research provided abundant evidence that exposure to violent video games increases aggressive tendencies and decreases prosocial tendencies. In contrast, research on the effects of exposure to prosocial video games has been relatively sparse. The present research found support for the hypothesis that exposure to prosocial video games is positively related to prosocial affect and negatively related to antisocial affect. More specifically, two studies revealed that playing a prosocial (relative to a neutral) video game increased interpersonal empathy and decreased reported pleasure at another's misfortune (i.e., schadenfreude). These results lend further credence to the predictive validity of the General Learning Model (Buckley & Anderson, 2006) for the effects of media exposure on social tendencies.
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Self-centered social exchange: differential use of costs versus benefits in prosocial reciprocity.
Zhang, Yan; Epley, Nicholas
2009-11-01
Maintaining equitable social relations often requires reciprocating "in kind" for others' prosocial favors. Such in-kind reciprocity requires assessing the value of a prosocial action, an assessment that can lead to egocentric biases in perceived value between favor givers versus favor receivers. In any prosocial exchange, 1 person (the giver) incurs a cost to provide a benefit for another person (the receiver). Six experiments suggest that givers may attend more to the costs they incur in performing a prosocial act than do receivers, who tend to focus relatively more on the benefits they receive. Givers may therefore expect to be reciprocated on the basis of the costs they incur, whereas receivers actually reciprocate primarily on the basis of the benefit they receive. This research identifies 1 challenge to maintaining a sense of equity in social relations and predicts when people are likely to feel fairly versus unfairly valued in their relationships.
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Work stressors, Chinese coping strategies, and job performance in Greater China.
Lu, Luo; Kao, Shu-Fang; Siu, Oi-Ling; Lu, Chang-Qin
2010-08-01
The aim of this research was to jointly test effects of work stressors and coping strategies on job performance among employees in the Greater China region. A self-administered survey was conducted to collect data from three major cities in the region, namely Beijing, Hong Kong, and Taipei (N = 380). Four important work stressors were assessed: heavy workload, organizational constraints, lack of work autonomy, and interpersonal conflict. We used a four-factor model of Chinese coping strategies composed of hobbies/relaxation, active action, seeking social support, and passive adaptation. Job performance was indicated by both task performance (quantity of work, quality of work, job knowledge) and contextual performance (attendance, getting along with others). We found that: (1) work stressors were related to job performance. Specifically, workload had a positive relation with quantity of work, whereas organizational constraints had negative relations with quantity of work and attendance. In addition, interpersonal conflict had a negative relation with getting along with others. (2) Chinese positive coping strategies were positively related to job performance. Specifically, seeking social support had positive relations with quantity of work and getting along with others, whereas active action had positive relations with attendance and job knowledge. (3) Chinese passive adaptation coping behaviors were negatively related to job performance. Specifically, passive adaptation had negative relations with quantity of work, quality of work, and getting along with others. The present study thus found joint effects of work stressors and coping behaviors among Chinese employees in the Greater China region, encompassing three sub-societies of mainland China, Hong Kong, and Taiwan. Differential effects of Chinese positive and passive coping strategies were also noted. Most importantly, all these effects were demonstrated on multiple indicators of job performance, a rarely studied
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Prosocial norms as a positive youth development construct: a conceptual review.
Siu, Andrew M H; Shek, Daniel T L; Law, Ben
2012-01-01
Prosocial norms like reciprocity, social responsibility, altruism, and volunteerism are ethical standards and beliefs that youth development programs often want to promote. This paper reviews evolutionary, social-cognitive, and developmental theories of prosocial development and analyzes how young people learn and adopt prosocial norms. The paper showed that very few current theories explicitly address the issue of how prosocial norms, in form of feelings of moral obligations, may be challenged by a norm of self-interest and social circumstances when prosocial acts are needed. It is necessary to develop theories which put prosocial norms as a central construct, and a new social cognitive theory of norm activation has the potential to help us understand how prosocial norms may be applied. This paper also highlights how little we know about young people perceiving and receiving prosocial norms and how influential of school policies and peer influence on the prosocial development. Lastly, while training of interpersonal competence (e.g., empathy, moral reasoning, etc.) was commonly used in the youth development, their effectiveness was not systematically evaluated. It will also be interesting to examine how computer and information technology or video games may be used in e-learning of prosocial norms.
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Do marmosets care to share? Oxytocin treatment reduces prosocial behavior toward strangers.
Mustoe, Aaryn C; Cavanaugh, Jon; Harnisch, April M; Thompson, Breanna E; French, Jeffrey A
2015-05-01
Cooperatively-breeding and socially-monogamous primates, like marmosets and humans, exhibit high levels of social tolerance and prosociality toward others. Oxytocin (OXT) generally facilitates prosocial behavior, but there is growing recognition that OXT modulation of prosocial behavior is shaped by the context of social interactions and by other motivational states such as arousal or anxiety. To determine whether prosociality varies based on social context, we evaluated whether marmoset donors (Callithrix penicillata) preferentially rewarded pairmates versus opposite-sex strangers in a prosocial food-sharing task. To examine potential links among OXT, stress systems, and prosociality, we evaluated whether pretrial cortisol levels in marmosets altered the impact of OXT on prosocial responses. Marmosets exhibited spontaneous prosociality toward others, but they did so preferentially toward strangers compared to their pairmates. When donor marmosets were treated with marmoset-specific Pro(8)-OXT, they exhibited reduced prosociality toward strangers compared to marmosets treated with saline or consensus-mammalian Leu(8)-OXT. When pretrial cortisol levels were lower, marmosets exhibited higher prosociality toward strangers. These findings demonstrate that while marmosets show spontaneous prosocial responses toward others, they do so preferentially toward opposite-sex strangers. Cooperative breeding may be associated with the expression of prosociality, but the existence of a pair-bond between marmoset partners appears to be neither necessary nor sufficient for the expression of spontaneous prosocial responses. Furthermore, high prosociality toward strangers is significantly reduced in marmosets treated with Pro(8)-OXT, suggesting that OXT does not universally enhance prosociality, but, rather OXT modulation of prosocial behavior varies depending on social context. Copyright © 2015 Elsevier Inc. All rights reserved.
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Carette, Bernd; Anseel, Frederik; Lievens, Filip
2013-01-01
To prevent the potential threats of career plateauing for mid-career employees, it has been suggested to give them challenging assignments. This approach is inspired by empirical findings demonstrating that challenging job assignments generally have positive effects on job performance and career development. However, these studies have…
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How job demands, resources, and burnout predict objective performance: a constructive replication.
Bakker, Arnold B; Van Emmerik, Hetty; Van Riet, Pim
2008-07-01
The present study uses the Job Demands-Resources model (Bakker & Demerouti, 2007) to examine how job characteristics and burnout (exhaustion and cynicism) contribute to explaining variance in objective team performance. A central assumption in the model is that working characteristics evoke two psychologically different processes. In the first process, job demands lead to constant psychological overtaxing and in the long run to exhaustion. In the second process, a lack of job resources precludes actual goal accomplishment, leading to cynicism. In the present study these two processes were used to predict objective team performance. A total of 176 employees from a temporary employment agency completed questionnaires on job characteristics and burnout. These self-reports were linked to information from the company's management information system about teams' (N=71) objective sales performance (actual sales divided by the stated objectives) during the 3 months after the questionnaire data collection period. The results of structural equation modeling analyses did not support the hypothesis that exhaustion mediates the relationship between job demands and performance, but confirmed that cynicism mediates the relationship between job resources and performance suggesting that work conditions influence performance particularly through the attitudinal component of burnout.
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Group Music Training and Children's Prosocial Skills
Schellenberg, E. Glenn; Corrigall, Kathleen A.; Dys, Sebastian P.; Malti, Tina
2015-01-01
We investigated if group music training in childhood is associated with prosocial skills. Children in 3rd or 4th grade who attended 10 months of music lessons taught in groups were compared to a control group of children matched for socio-economic status. All children were administered tests of prosocial skills near the beginning and end of the 10-month period. Compared to the control group, children in the music group had larger increases in sympathy and prosocial behavior, but this effect w...
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Toward an Integrated Approach to Environmental and Prosocial Education
Directory of Open Access Journals (Sweden)
Alexander Neaman
2018-02-01
Full Text Available Environmental education programs neglect the aspect of prosocial behavior as a correlate of pro-environmental behavior. This article examines the possible benefits of increasing the emphasis on prosocial behavior as a way to reinforce environmental education. In our study, prosocial behavior was positively related to pro-environmental behavior (r = 0.34, p < 0.001, and even a combined scale consisting of prosocial and pro-environmental behavior items showed an acceptable reliability (separation reliability = 0.82, at the level of the separated scales, which implies that prosocial and pro-environmental behaviors are a similar class of behavior. We can assume that the two underlying propensities (prosocial behavior and pro-environmentalism are probably only two facets of an overarching common propensity that supports both kinds of behavior. Therefore, promoting one facet will, through its relationship with the other facet, also foster the respective other facet. Even more so, it might be most effective to relate to both propensities equally.
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COMMUNICATION OPENNESS IN PERFORMANCE APPRAISAL SYSTEMS ENHANCING JOB SATISFACTION
Directory of Open Access Journals (Sweden)
ISMAIL Azman
2014-06-01
Full Text Available The aim of this paper is to investigate the relationship between communication openness in performance appraisal systems and job satisfaction. A survey method was employed to gather data from employees who have worked in a privatized postal company in Sarawak, Malaysia. SmartPLS version 2.0 was used to determine the validity and reliability of instrument and test the research hypotheses. The outcomes of SmartPLS path model showed that explanation and feedback were positively and significantly related to job satisfaction. This result confirms that the ability of appraisers to clearly explain the performance appraisal practices and adequately provide feedback in determining performance scores have been important predictors of appraises’ job satisfaction in the studied organization. Further, this study provides discussion, implications and conclusion.
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Directory of Open Access Journals (Sweden)
Inyong Shin
2016-05-01
Full Text Available In spite of the increasing importance of corporate social responsibility (CSR and employee job performance, little is still known about the links between the socially responsible actions of organizations and the job performance of their members. In order to explain how employees’ perceptions of CSR influence their job performance, this study first examines the relationships between perceived CSR, organizational identification, job satisfaction, and job performance, and then develops a sequential mediation model by fully integrating these links. The results of structural equation modeling analyses conducted for 250 employees at hotels in South Korea offered strong support for the proposed model. We found that perceived CSR was indirectly and positively associated with job performance sequentially mediated first through organizational identification and then job satisfaction. This study theoretically contributes to the CSR literature by revealing the sequential mechanism through which employees’ perceptions of CSR affect their job performance, and offers practical implications by stressing the importance of employees’ perceptions of CSR. Limitations of this study and future research directions are discussed.
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Working mothers: Family-work conflict, job performance and family/work variables
Cynthia J Patel; Vasanthee Govender; Zubeda Paruk; Sarojini Ramgoon
2006-01-01
The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half...
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The role of executive functions and theory of mind in children's prosocial lie-telling.
Williams, Shanna; Moore, Kelsey; Crossman, Angela M; Talwar, Victoria
2016-01-01
Children's prosocial lying was examined in relation to executive functioning skills and theory of mind development. Prosocial lying was observed using a disappointing gift paradigm. Of the 79 children (ages 6-12 years) who completed the disappointing gift paradigm, 47 (59.5%) told a prosocial lie to a research assistant about liking their prize. In addition, of those children who told prosocial lies, 25 (53.2%) maintained semantic leakage control during follow-up questioning, thereby demonstrating advanced lie-telling skills. When executive functioning was examined, children who told prosocial lies were found to have significantly higher performance on measures of working memory and inhibitory control. In addition, children who lied and maintained semantic leakage control also displayed more advanced theory of mind understanding. Although children's age was not a predictor of lie-telling behavior (i.e., truthful vs. lie-teller), age was a significant predictor of semantic leakage control, with older children being more likely to maintain their lies during follow-up questioning. Copyright © 2015 Elsevier Inc. All rights reserved.
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Prosocial Motivation: Inferences from an Opaque Body of Work
Eisenberg, Nancy; VanSchyndel, Sarah K.; Spinrad, Tracy L.
2016-01-01
Because motivations for prosocial actions typically are unclear, sometimes even to actors but especially for observers, it is difficult to study prosocial motivation. This article reviews research that provides evidence regarding children's motives for prosocial behaviors. First, we present a heuristic model to classify motives on the dimension of…
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The Watching-Eye Effect on Prosocial Lying
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Ryo Oda
2015-07-01
Full Text Available Evidence shows that people tend to behave prosocially when they are in the presence of images depicting eyes. There are two proximate causes of the eyes effect. One involves positive motivation to gain future reward and the other involves negative motivation to avoid violating a norm. Although several studies have suggested that positive motivation is a strong candidate, these studies were unable to distinguish between adherence to norms and prosocial behavior. We investigated the watching-eyes effect in an experimental setting to determine whether the tendency of humans to violate norms voluntarily could be understood as prosocial behavior. We compared the tendency to tell “prosocial lies” in the presence of a depiction of stylized eyes (eyes condition with that involving no such depiction (control condition. Under the control condition, participants tended to tell lies that benefitted others, whereas the tendency toward prosocial lying disappeared under the eyes condition. This suggests that the desire to avoid violating norms by being honest is stronger than the desire to pursue a good reputation by demonstrating generosity when such violation might lead to serious costs.
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Goal-directed, habitual and Pavlovian prosocial behavior
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Filip eGęsiarz
2015-05-01
Full Text Available Although prosocial behaviors have been widely studied across disciplines, the mechanisms underlying them are not fully understood. Evidence from psychology, biology and economics suggests that prosocial behaviors can be driven by a variety of seemingly opposing factors: altruism or egoism, intuition or deliberation, inborn instincts or learned dispositions, and utility derived from actions or their outcomes. Here we propose a framework inspired by research on reinforcement learning and decision making that links these processes and explains characteristics of prosocial behaviors in different contexts. More specifically, we suggest that prosocial behaviors inherit features of up to three decision-making systems employed to choose between self- and other- regarding acts: a goal-directed system that selects actions based on their predicted consequences, a habitual system that selects actions based on their reinforcement history, and a Pavlovian system that emits reflexive responses based on evolutionarily prescribed priors. This framework, initially described in the field of cognitive neuroscience and machine learning, provides insight into the potential neural circuits and computations shaping prosocial behaviors. Furthermore, it identifies specific conditions in which each of these three systems should dominate and promote other- or self- regarding behavior.
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Prosocial Norms as a Positive Youth Development Construct: A Conceptual Review
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Andrew M. H. Siu
2012-01-01
Full Text Available Prosocial norms like reciprocity, social responsibility, altruism, and volunteerism are ethical standards and beliefs that youth development programs often want to promote. This paper reviews evolutionary, social-cognitive, and developmental theories of prosocial development and analyzes how young people learn and adopt prosocial norms. The paper showed that very few current theories explicitly address the issue of how prosocial norms, in form of feelings of moral obligations, may be challenged by a norm of self-interest and social circumstances when prosocial acts are needed. It is necessary to develop theories which put prosocial norms as a central construct, and a new social cognitive theory of norm activation has the potential to help us understand how prosocial norms may be applied. This paper also highlights how little we know about young people perceiving and receiving prosocial norms and how influential of school policies and peer influence on the prosocial development. Lastly, while training of interpersonal competence (e.g., empathy, moral reasoning, etc. was commonly used in the youth development, their effectiveness was not systematically evaluated. It will also be interesting to examine how computer and information technology or video games may be used in e-learning of prosocial norms.
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Job Demands-Control-Support model and employee safety performance.
Turner, Nick; Stride, Chris B; Carter, Angela J; McCaughey, Deirdre; Carroll, Anthony E
2012-03-01
The aim of this study was to explore whether work characteristics (job demands, job control, social support) comprising Karasek and Theorell's (1990) Job Demands-Control-Support framework predict employee safety performance (safety compliance and safety participation; Neal and Griffin, 2006). We used cross-sectional data of self-reported work characteristics and employee safety performance from 280 healthcare staff (doctors, nurses, and administrative staff) from Emergency Departments of seven hospitals in the United Kingdom. We analyzed these data using a structural equation model that simultaneously regressed safety compliance and safety participation on the main effects of each of the aforementioned work characteristics, their two-way interactions, and the three-way interaction among them, while controlling for demographic, occupational, and organizational characteristics. Social support was positively related to safety compliance, and both job control and the two-way interaction between job control and social support were positively related to safety participation. How work design is related to employee safety performance remains an important area for research and provides insight into how organizations can improve workplace safety. The current findings emphasize the importance of the co-worker in promoting both safety compliance and safety participation. Crown Copyright © 2011. Published by Elsevier Ltd. All rights reserved.
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Wright, Thomas A; Cropanzano, Russell; Bonett, Douglas G
2007-04-01
This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r=.36, pjob satisfaction and job performance. Consistent with Fredrickson's model, performance was highest when employees reported high scores on both PWB and job satisfaction. This moderating effect of PWB may account for some of the inconsistent results of previous studies. Copyright (c) 2007 APA, all rights reserved.
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Training, job satisfaction and workplace performance in Britain: evidence from WERS 2004
Jones, Melanie K.; Jones, Richard J.; Latreille, Paul L.; Sloane, Peter J.
2008-01-01
This paper analyses the relationship between training, job satisfaction and workplace performance using the British 2004 Workplace Employee Relations Survey (WERS). Several measures of performance are analysed including absence, quits, financial performance, labour productivity and product quality. While there is clear evidence that training is positively associated with job satisfaction, and job satisfaction in turn is positively associated with most measures of performance, the relationship...
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Prosocial effects of MDMA: A measure of generosity.
Kirkpatrick, Matthew; Delton, Andrew W; Robertson, Theresa E; de Wit, Harriet
2015-06-01
3,4-methylenedioxymethamphetamine (MDMA) produces "prosocial" effects that contribute to its recreational use. Few studies have examined the cognitive and behavioral mechanisms by which MDMA produces these effects. Here we examined the effect of MDMA on a specific prosocial effect, i.e. generosity, using a task in which participants make decisions about whether they or another person will receive money (Welfare Trade-Off Task; WTT). The project included one study without drug administration and one with MDMA. In Study 1, we administered the WTT to healthy adults (N = 361) and examined their performance in relation to measures of personality and socioeconomic status. In Study 2, healthy volunteers with MDMA experience (N = 32) completed the WTT after MDMA administration (0, 0.5, or 1.0 mg/kg). As expected, in both studies participants were more generous with a close friend than an acquaintance or stranger. In Study 1, WTT generosity was related to household income and trait Agreeableness. In Study 2, MDMA (1.0 mg/kg) increased generosity toward a friend but not a stranger, whereas MDMA (0.5 mg/kg) slightly increased generosity toward a stranger, especially among female participants. These data indicate that the WTT is a valuable, novel tool to assess a component of prosocial behavior, i.e. generosity to others. The findings support growing evidence that MDMA produces prosocial effects, but, as with oxytocin, these appear to depend on the social proximity of the relationships. The brain mechanisms underlying the construct of generosity, or the effects of MDMA on this measure, remain to be determined. © The Author(s) 2015.
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Relationship between meaningful work and job performance in nurses.
Tong, Ling
2018-04-01
The present study was designed to determine the relationship between meaningful work and job performance, and the impact of meaningful work on nursing care quality. Meaningful work has been suggested as a significant factor affecting job performance, but the relationship has never been studied in nurses in China. A descriptive correlational study was designed to assess the level of meaningful work, tasks, and contextual performance as well as their relationships. We used a stratified random-sampling approach to enrol nurses from hospitals. Multivariate regression analysis was applied to determine the relationship between meaningful work and their demographic data. There were significant, positive relationships between meaningful work and task performance and contextual performance. Education level, work unit, and employment type influenced meaningful work. The work motivation score of the nurses was lower than that of the other 2 dimensions, and a negative work motivation score negatively influenced job performance. Improving meaningful work and providing more support and assistance could improve nurse performance, thereby improving the quality of nursing care. © 2018 John Wiley & Sons Australia, Ltd.
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The Efficacy of Performance Appraisal to Increase Employees’ Job Satisfaction
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Iranita Hervi Mahardayani
2016-08-01
Full Text Available This research aims to find out the effectiveness of implementation performance appraisal toward job satisfaction of employees UMKM Bordir Dahlia in Kabupaten Kudus. Sampling was done by using population studies to 16 employees of UMKM embroidery Dahlia Kudus. The type of this research is quantitative with pra experiment approached by One group pre and posttest design method. Data analysis on this research using non parametric with different test techniques Wilcoxon t-tes. The analysis result of different test scale job satisfaction before and after handling obtained Z = - 1,268, with p = 0,205 (p>0,05, so that there is no differences on job satisfaction on employees of embroidery Dahlia before and after treatment by giving performance appraisal. It means treatment by giving performance appraisal unable to increase employees job satisfaction. Therefore, the hypothesis on this research is rejected.
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McCarthy, Julie M; Van Iddekinge, Chad H; Lievens, Filip; Kung, Mei-Chuan; Sinar, Evan F; Campion, Michael A
2013-09-01
Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved
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Influence of motivation and job satisfaction on the performance of ...
African Journals Online (AJOL)
The study investigated two forms of relationships i.e relationship between motivation and performance as well as relationship between job satisfaction and job performance in university libraries in North central geo-political zone of Nigeria. Null hypotheses were formulated thus “there is no significant relationship between ...
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The Effect of Aptitude and Experience on Mechanical Job Performance.
Mayberry, Paul W.; Carey, Neil B.
1997-01-01
The validity of the Armed Services Vocational Aptitude Battery (ASVAB) in predicting mechanical job performance was studied with 891 automotive and 522 helicopter mechanics. The mechanical maintenance component of the ASVAB predicted hands-on performance, job knowledge, and training grades quite well, but experience was more predictive of…
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Eisenberg, Nancy; Hofer, Claire; Sulik, Michael J.; Liew, Jeffrey
2014-01-01
We examined stability and change in prosocial moral reasoning (PRM) assessed longitudinally at ages 20/21, 22/23, 24/25, 26/27, and 31/32 years (N = 32; 16 female) using a pencil-and-paper measure of moral reasoning and examined relations of PRM and prosocial behavior with one another and with empathy, sympathy measured with self- and friend…
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Job crafting and performance of Dutch and American health care professionals
Gordon, H.J.; Demerouti, E.; Le Blanc, P.M.; Bipp, T.
2015-01-01
We explore how job demands and job resources are related to job crafting, and how this, in turn, is related to performance in two samples of American (US; N = 70) and Dutch (NL; N = 144) health care professionals (HCP). A cross-sectional, cross-cultural design revealed that US HCP have higher job
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Performance analysis of job scheduling policies in parallel supercomputing environments
Energy Technology Data Exchange (ETDEWEB)
Naik, V.K.; Squillante, M.S. [IBM T.J. Watson Research Center, Yorktown Heights, NY (United States); Setia, S.K. [George Mason Univ., Fairfax, VA (United States). Dept. of Computer Science
1993-12-31
In this paper the authors analyze three general classes of scheduling policies under a workload typical of largescale scientific computing. These policies differ in the manner in which processors are partitioned among the jobs as well as the way in which jobs are prioritized for execution on the partitions. Their results indicate that existing static schemes do not perform well under varying workloads. Adaptive policies tend to make better scheduling decisions, but their ability to adjust to workload changes is limited. Dynamic partitioning policies, on the other hand, yield the best performance and can be tuned to provide desired performance differences among jobs with varying resource demands.
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Performance pay, sorting and the dimensions of job satisfaction
C Green; J S Heywood
2007-01-01
This paper investigates the influence of performance related pay on several dimensions of job satisfaction. In cross-sectional estimates, performance related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself. Yet, after accounting for worker fixed-effects, the positive associations remain and the negative association vanishes. Th...
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Crafting in context: Exploring when job crafting is dysfunctional for performance effectiveness.
Dierdorff, Erich C; Jensen, Jaclyn M
2018-05-01
Job crafting theory purports that the consequences of revising one's work role can be simultaneously beneficial and detrimental. Previous research, however, has almost exclusively emphasized the beneficial outcomes of job crafting. In the current study, we proposed dysfunctional consequences of crafting for performance-related outcomes in the form of a U-shaped relationship between job crafting and performance effectiveness (managerial ratings of job proficiency and peer ratings of citizenship behavior). We further predicted that elements of the task context (autonomy and ambiguity) and the social context (interdependence and social support) moderate these curvilinear relationships. Consistent with previous research, job crafting displayed positive and linear effects on work-related attitudes (job satisfaction and affective commitment). Consistent with our predictions, moderate levels of crafting were associated with dysfunctional performance-related outcomes and features of work context either exacerbated or dissipated these dysfunctional consequences of job crafting for individuals. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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The Relationship between Followership Style and Job Performance in Botswana Private Universities
Oyetunji, Christianah O.
2013-01-01
This paper describes the followership style and job performance in Botswana private universities. Attempt was made to determine if there is a significant relationship between followership styles in relation to job performance. A total of 102 randomly selected lecturers from the two private universities completed followership and job performance…
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MDMA enhances emotional empathy and prosocial behavior
Hysek, Cédric M.; Schmid, Yasmin; Simmler, Linda D.; Domes, Gregor; Heinrichs, Markus; Eisenegger, Christoph; Preller, Katrin H.; Quednow, Boris B.
2014-01-01
3,4-Methylenedioxymethamphetamine (MDMA, ‘ecstasy’) releases serotonin and norepinephrine. MDMA is reported to produce empathogenic and prosocial feelings. It is unknown whether MDMA in fact alters empathic concern and prosocial behavior. We investigated the acute effects of MDMA using the Multifaceted Empathy Test (MET), dynamic Face Emotion Recognition Task (FERT) and Social Value Orientation (SVO) test. We also assessed effects of MDMA on plasma levels of hormones involved in social behavior using a placebo-controlled, double-blind, random-order, cross-over design in 32 healthy volunteers (16 women). MDMA enhanced explicit and implicit emotional empathy in the MET and increased prosocial behavior in the SVO test in men. MDMA did not alter cognitive empathy in the MET but impaired the identification of negative emotions, including fearful, angry and sad faces, in the FERT, particularly in women. MDMA increased plasma levels of cortisol and prolactin, which are markers of serotonergic and noradrenergic activity, and of oxytocin, which has been associated with prosocial behavior. In summary, MDMA sex-specifically altered the recognition of emotions, emotional empathy and prosociality. These effects likely enhance sociability when MDMA is used recreationally and may be useful when MDMA is administered in conjunction with psychotherapy in patients with social dysfunction or post-traumatic stress disorder. PMID:24097374
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Proactive personality and job performance: a social capital perspective.
Thompson, Jeffery A
2005-09-01
This study of 126 employee-supervisor dyads examined a mediated model of the relationship between proactive personality and job performance. The model, informed by the social capital perspective, suggests that proactive employees reap performance benefits by means of developing social networks that provide them the resources and latitude to pursue high-level initiatives. Structural equation modeling suggested that the relationship between proactive personality and job performance is mediated by network building and initiative taking on the part of the employee. Copyright 2005 APA, all rights reserved.
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Chao, Ming-Che; Jou, Rong-Chang; Liao, Cing-Chu; Kuo, Chung-Wei
2015-03-01
Workplace stress (WS) has been found to affect job satisfaction (JS), performance, and turnover intentions (TIs) in developed countries, but there is little evidence from other countries and especially rural areas. In rural Taiwan, especially, there is an insufficient health care workforce, and the situation is getting worse. To demonstrate the relationship, we used a cross-sectional structured questionnaire, and data from 344 licensed professionals in 1 rural regional hospital were analyzed using the structural equation model. The results showed that WS had a positive effect on both TI and job performance (JP) but a negative effect on satisfaction. JS did improve performance. For the staff with an external locus of control, stress affected JP and satisfaction significantly. For the staff with lower perceived job characteristics, JS affected performance significantly. The strategies to decrease stress relating to work load, role conflict, family factors, and working environment should be focused and implemented urgently to lower the turnover rate of health care workers in rural Taiwan. © 2013 APJPH.
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Harrington, Brian; O'Connell, Michael
2016-01-01
Objective: The main aim of this study was to determine if there was a positive relationship between prosocial video game use and prosocial behaviour in children and adolescents. Method: This study had a cross-sectional correlational design. Data were collected from 538 9–15 year old children and adolescents between March and December 2014. Participants completed measures of empathy, prosocial behaviour and video game habits. Teachers rated the prosocial behaviour of participants. The socioeco...
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Directory of Open Access Journals (Sweden)
Mahbobeh Khorshidifar
2011-10-01
Full Text Available Stress plays an important role on job satisfaction in many industries such as accounting. We present an empirical study to examine the impact of job stress on the relationship between the locus of control and accountants' job satisfaction. The study selects a sample of 65 senior and regular accountants who work for thirteen different regional municipalities of city of Mashad located in east part of Iran. The study uses different well-known questionnaire methods such as stress diagnostic survey, locus of control, job satisfaction and employees' performance to perform the study. The results indicate that the stress is on average level for the dominant locos of control factors and job satisfaction and employee performance are in relatively high level. The study also reveals that there are four important factors of role of ambiguity, quantitative overload, career development and handling other workers' responsibilities play important role on job satisfaction and managing career development has important impact on the performance of accountants.
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Directory of Open Access Journals (Sweden)
Valeria Urquiza
2006-12-01
Full Text Available Se presenta un estudio descriptivo-exploratorio, cuya unidad de análisis está conformada por estudiantes adolescentes. Se ha trabajado con una muestra: intencional, la participación ha sido anónima y voluntaria, integrada por 398 estudiantes adolescentes (197 varones y 201 mujeres de 12 a 15 años (Media edad=13.77; d.t.= 1.14 que residen en la ciudad de Buenos Aires (46.5% y el conurbano bonaerense (53.5%. Los datos se han obtenido administrando tres escalas que evalúan Comportamiento Prosocial, Reacciones Interpersonales, Razonamiento Prosocial y Empatía. El razonamiento prosocial no garantiza por sí mismo un comportamiento de ese tipo. En general los niveles de empatía y razonamientos prosociales son más elevados entre las mujeres.Data from on a exploratory/ descriptive study based on a sample of 398 adolescents students aging 12 to 15 years old (M= 13, 7 y.o , sd =1, 14 living in Buenos Aires city (46.5% and its suburban area (53.5% are presented. Participation was anonymous and voluntary (intentional sampling Scales to assess Moral Reasoning, Prosocial Behavior, Interpersonal Reactions and Empathy were administered. We found that moral reasoning is not related to prosocial behaviors; empathy and moral reasoning seem to be higher in female samples.
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Prosocial motivation, stress and burnout among direct support workers.
Hickey, Robert
2014-03-01
This study explores whether the desire to engage in work that is beneficial to others moderates the effects of stress on burnout. Based on a survey of 1570 direct support professionals in Ontario, this study conducted linear regression analyses and tested for the interaction effects of prosocial motivation on occupational stress and burnout. Prosocial motivation significantly moderated the association of emotional exhaustion (EE) and role boundary stress with depersonalization (DP). Prosocial motivation also moderated the effects of role ambiguity stress with a direct support worker's sense of personal accomplishment. In contrast, prosocial motivation magnified feelings of EE when interacted with a sense of personal accomplishment. Prosocial motivation plays an important role in explaining the relatively low levels of DP in the sector. The study advances our understanding of the key components of burnout among direct support workers. © 2013 John Wiley & Sons Ltd.
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Predictors of Prosocial Behavior among Chinese High School Students in Hong Kong
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Andrew M. H. Siu
2012-01-01
Full Text Available This study examined the correlates and predictors of prosocial behavior among Chinese adolescents in Hong Kong. A sample of 518 high school students responded to a questionnaire containing measures of antisocial and prosocial behavior, prosocial norms, pragmatic values, moral reasoning, and empathy. Preliminary analyses showed that there were gender differences in some of the measures. While correlation analyses showed that parental education, prosocial norms, pragmatic values, moral reasoning, and empathy were related to prosocial behavior, regression analyses showed that prosocial norms, pragmatic values, and empathy dimensions (personal distress and empathy were key predictors of it. The findings are largely consistent with theoretical predictions and previous research findings, other than the negative relationship between personal distress and prosocial behavior. The study also underscores the importance of values and norms in predicting prosocial behavior, which has been largely neglected in previous studies.
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Predictors of Prosocial Behavior among Chinese High School Students in Hong Kong
Siu, Andrew M. H.; Shek, Daniel T. L.; Lai, Frank H. Y.
2012-01-01
This study examined the correlates and predictors of prosocial behavior among Chinese adolescents in Hong Kong. A sample of 518 high school students responded to a questionnaire containing measures of antisocial and prosocial behavior, prosocial norms, pragmatic values, moral reasoning, and empathy. Preliminary analyses showed that there were gender differences in some of the measures. While correlation analyses showed that parental education, prosocial norms, pragmatic values, moral reasoning, and empathy were related to prosocial behavior, regression analyses showed that prosocial norms, pragmatic values, and empathy dimensions (personal distress and empathy) were key predictors of it. The findings are largely consistent with theoretical predictions and previous research findings, other than the negative relationship between personal distress and prosocial behavior. The study also underscores the importance of values and norms in predicting prosocial behavior, which has been largely neglected in previous studies. PMID:22919326
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Children's Moral Motivation, Sympathy, and Prosocial Behavior
Malti, Tina; Gummerum, Michaela; Keller, Monika; Buchmann, Marlis
2009-01-01
Two studies investigated the role of children's moral motivation and sympathy in prosocial behavior. Study 1 measured other-reported prosocial behavior and self- and other-reported sympathy. Moral motivation was assessed by emotion attributions and moral reasoning following hypothetical transgressions in a representative longitudinal sample of…
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Relational energy at work: Implications for job engagement and job performance.
Owens, Bradley P; Baker, Wayne E; Sumpter, Dana McDaniel; Cameron, Kim S
2016-01-01
Energy is emerging as a topic of importance to organizations, yet we have little understanding of how energy can be useful at an interpersonal level toward achieving workplace goals. We present the results of 4 studies aimed at developing, validating, and testing the relational energy construct. In Study 1, we report qualitative insights from 64 individuals about the experience and functioning of relational energy in the workplace. Study 2 draws from 3 employee samples to conduct exploratory and confirmatory factor analyses on a measure of relational energy, differentiating relational energy from related constructs. To test the predictive validity of the new relational energy scale, Study 3 comprises data from employees rating the level of relational energy they experienced during interactions with their leaders in a health services context. Results showed that relational energy employees experienced with their leaders at Time 1 predicted job engagement at Time 2 (1 month later), while controlling for the competing construct of perceived social support. Study 4 shows further differentiation of relational energy from leader-member exchange (LMX), replicates the positive relationship between relational energy (Time 1) and job engagement (Time 2), and shows that relational energy is positively associated with employee job performance (Time 3) through the mechanism of job engagement. We discuss the theoretical implications of our findings and highlight areas for future research. (c) 2016 APA, all rights reserved).
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Prosocial Behavior Education in Children
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Mareš Jiří
2017-08-01
Full Text Available Introduction: It is paradoxical that more attention is currently paid to negative features in children’s and adolescents’ behavior (aggressive behavior, bullying than to the positive ones (helping, social support. Purpose: This literature review describes how children’s sensitivity to helping other people develops and how children acquire competences in helping. Methods: The literature search was conducted in databases using keywords “child”, “prosocial development” and “prosocial behavior”. Publications (papers or monographs published in English or Czech between 1989 and 2016 were retrieved. Conclusions: The study identified the following sources of prosocial behavior: use of fairy-tale motifs in the case of babies (e. g. the motif of good deeds and targeted family education with the use of direct and indirect procedures. Targeted education of children in preschool was accomplished by experienced teachers. Education in providing help and social support to schoolmates (including the socalled partnership and peer teaching at elementary school was identified as a special case.
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Prosocial Behavior and Depression: a Case for Developmental Gender Differences.
Alarcón, Gabriela; Forbes, Erika E
2017-06-01
Prosocial behavior and depression are related constructs that both increase during adolescence and display gender-specific effects. The current review surveys literature examining the association between depressive symptoms and prosociality, measured with behavioral economic paradigms, across development and proposes a theoretical model explaining a mechanism through which adolescent girls have higher risk for depression than boys. Relative to healthy controls, prosocial behavior is reduced in adults with major depressive disorder (MDD) but may be increased in adolescents with MDD. The relationship between non-clinical levels of depressive symptoms and prosocial behavior remains to be studied experimentally; however, self-reported prosocial behavior is negatively associated with depressive symptoms in non-clinical adolescents, which may suggest a shift in the relation of prosocial behavior and depressive symptoms across the non-clinical (i.e., negative) to clinical range (i.e., positive). The effect of gender on these developmental and clinical status shifts has not been studied but could have important implications for understanding the emergence of higher rates of depression in girls than boys during adolescence. We propose that girls are at heightened risk for depression due to higher social-evaluative concern and other-oriented prosocial motivation that emphasize the needs of others over the self, leading to more altruistic prosocial behavior (despite personal cost) and a higher burden that enables depressive symptoms.
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Job Performance and Gender Factors of Administrative Staff in South West Nigeria Universities
Olorunsola, E. O.
2012-01-01
This study examines the level of administrative staff job performance in South West Nigerian universities and also investigates whether the administrative staff job performance is related to their sexual characteristics. An instrument titled Job Performance Questionnaire (JPQ) was used to collect the data and was administered 400 subjects in…
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Studying the impact of the organizational commitment on the job performance
Directory of Open Access Journals (Sweden)
Mojtaba Rafiei
2014-08-01
Full Text Available Success of any organization depends on the performance of its employees. Enhancing organizational commitment among employees is an important aspect to perform better. The purpose of this study is to examine the effect of three components of organizational commitment; namely Affective, Continuance and Normative commitment, on employee’s performance. The study is applied among 244 employees of Cooperatives, Labor and Social Welfare department of Markazi Province using a single-stage cluster sampling. The study uses a standard questionnaire for organizational commitment developed by Allen and Meyer and job performance questionnaire developed by Patterson were used to gather data. Structural equations modeling (SEM technique has been used for data analysis. The result of this analysis indicates that the organizational commitment had a positive significant effect on the job performance. In addition, the study also showed that all three dimensions of organizational commitment, Affective, continuance, and normative commitment, had a positive significant effect on the job performance. From the findings, it has been proved that job performance was strongly associated with employee's commitment.
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Siblings and the Development of Prosocial Behavior.
Dunn, Judy; Munn, Penny
1986-01-01
Examines the capability and motivation of 18- and 24-month-old infants to share, help, comfort, and cooperate with their older siblings; the frequency of such prosocial behavior by both siblings; and the children's response to sibling distress. The relationship between prosocial and conflict behavior was also studied. (HOD)
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29 CFR 778.331 - Awards for performance on the job.
2010-07-01
... 29 Labor 3 2010-07-01 2010-07-01 false Awards for performance on the job. 778.331 Section 778.331... Problems Prizes As Bonuses § 778.331 Awards for performance on the job. Where a prize is awarded for the quality, quantity or efficiency of work done by the employee during his customary working hours at his...
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Learning Climate and Job Performance among Health Workers. A Pilot Study.
Cortini, Michela; Pivetti, Monica; Cervai, Sara
2016-01-01
This paper will explore if and how psychological strain plays a mediator role between the learning climate and job performance in a group of health workers. Although the relationship between learning climate and job performance has already been explored in the international literature, the role of psychological strain, which may hamper or deepen this relationship, has yet to be investigated. The research hypothesis is that psychological strain mediates the relationship between the climate toward learning (including also the error avoidance climate) and job performance. Data were gathered in a Public hospital in Italy. Participants ( N = 61) were health professionals (nurses and obstetricians). Considering the relatively small sample size, a mediation analysis with the aid of the SPSS macro PROCESS was performed. The results show that the relationship between the learning climate (specifically its dimension of organizational appreciation toward learning) and job performance is mediated by psychological strain. The future research agenda and practical implications are discussed in the paper.
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The Role of Job Performance on Career Success and Self-esteem of Staff
Directory of Open Access Journals (Sweden)
Sadra Ansaripour
2017-10-01
Full Text Available Introduction: Human resources are the most valuable assets to any organisation, identifying factors that affect job performance of these resources has become increasingly important. Aim: To determine the relationship between self-esteem and success with job performance in the staff of the Shahrekord University of Medical Sciences (SKUMS Headquarters, Shahrekord, Iran. Materials and Methods: This descriptive-analytical (correlational study, based on structural equation modeling, was conducted in 2015. The study population included 240 of the staff of SKUMS Headquarters, Shahrekord, Iran. From these people, 86 were selected by simple random sampling. A questionnaire of demographic characteristics, Paterson job performance, Radsyp career success and Eysenck selfesteem questionnaire were used to evaluate the concepts of job performance, success and self-esteem. The data were analysed using Statistical Package for the Social Sciences (SPSS version 23.0. Results: A total of 86 out of which 49 were female (57% and 37 (43% male, with a mean age of 39.85±7.6 (range 24-55 years. There was no significant relationship between demographic characteristics and job performance, career success and selfesteem. Self-esteem could be predicted positively and career success could be predicted negatively. Job performance and selfesteem had a significant positive correlation relationship (p<0.05. Conclusion: According to the direct relationship between job performance and self-esteem in this study, officials can improve job performance of staff through supporting them and reinforcing their self-esteem and thus providing career success.
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20 CFR 670.975 - How is the performance of the Job Corps program assessed?
2010-04-01
... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false How is the performance of the Job Corps..., DEPARTMENT OF LABOR THE JOB CORPS UNDER TITLE I OF THE WORKFORCE INVESTMENT ACT Administrative and Management Provisions § 670.975 How is the performance of the Job Corps program assessed? The performance of the Job...
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Improving job performance of Neighborhood Youth Corps aides in an urban recreation program1
Pierce, Charles H.; Risley, Todd R.
1974-01-01
In most federal job training and employment programs, trainees' pay is not contingent on job performance, but upon physical presence. This study sought to increase the job performance of seven Neighborhood Youth Corps workers being paid an hourly wage for serving as aides in an urban recreation program. When thorough job descriptions and threatened termination of employment were insufficient to maintain adequate job performance, an attempt was made to make the hourly wage (required by the Neighborhood Youth Corps program) more contingent on job performance. When the number of hours credited the workers on their payroll sheets was proportional to their rating on a simple checklist of job performance, rather than to the number of hours they were present, their job performance was maintained at near-perfect levels. Although this simple semantic shift in emphasis—from “hours worked” to “hours worked”—was still interpreted as meeting the Neighborhood Youth Corps requirements for hourly pay, its behavioral effects were substantial. This simple procedure might be used in other training programs handicapped by hourly wage requirements. PMID:4436168
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Pro-social Motivation beyond Firm Boundaries
DEFF Research Database (Denmark)
Foss, Nicolai; Milagres, Rosileia
2014-01-01
, contradicting the above argument. More constructively, the case of the Genolyptus network points to the importance of intensive communication, rewards that are tied to joint outcomes, knowledge-based authority and consensual decision-making as support arrangements that can build and sustain pro......An influential body of literature in macro-management research (notably, organization theory and strategic management) associates pro-social motivation solely with firm-like organizations, suggesting that such motivation cannot thrive under more market-like arrangements. We question this argument...... on theoretical, as well as empirical, grounds. As to the latter, we discuss the specific case of a network of firms in Brazil, the Genolyptus network. We argue that this particular network manifests strong pro-social motivations. This implies that pro-social motivations may thrive beyond corporate boundaries...
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Prosocial coping and substance use during pregnancy.
Blechman, E A; Lowell, E S; Garrett, J
1999-01-01
In structured interviews of pregnant inner-city residents, 38 substance users reported more current liking of drugs and polysubstance use, disengagement coping, depressive symptoms, negative affect, and antisocial behavior than did 45 nonusers. During videotaped interviews, trained observers coded less warmth and less prosocial information exchange (e.g., self-disclosure, question asking) among users. Factor analysis of measures of coping and its concomitants yielded a three-factor (prosocial, antisocial, asocial) solution, with asocial and antisocial coping predominating among substance users. These results suggest that coping has emotional, social, and cognitive elements. This study is the first to demonstrate an association between a substance-using lifestyle and limited prosocial information exchange.
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Directory of Open Access Journals (Sweden)
Shayesteh Khaleghi
2017-06-01
Full Text Available The aim of this study was to determine the effectiveness of communication skills training to increase job satisfaction and job performance in employees of Bandar Imam petrochemical plant in Mahshahr in 2016. The statistical population consisted of all employees of Bandar Imam petrochemical plant in Mahshahr in 2015. 30 employees who were selected by convenient sampling constituted the sample of the study and were assigned to experimental and control groups (15=experiment and 15=control. The research employed quasi-experimental and pretest-posttest methods with control group. The tools used in this study were Fildoroso's job satisfaction and Paterson’s job performance questionnaires. The results of the test using analysis of covariance showed that, according to the average job satisfaction in the experimental group compared to the control group, communication skills training increased job satisfaction in the experimental group. The effect or difference is equal to 0/44. According to the average job performance in an experimental group compared to the average control group, communication skills training increased job performance in the experimental groups. The effect or difference is equal to 0/46.
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Predicting sales performance: Strengthening the personality – job performance linkage
T.B. Sitser (Thomas)
2014-01-01
markdownabstract__Abstract__ Many organizations worldwide use personality measures to select applicants for sales jobs or to assess incumbent sales employees. In the present dissertation, consisting of four independent studies, five approaches to strengthen the personality-sales performance
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Directory of Open Access Journals (Sweden)
Julie Hermans
2017-11-01
Full Text Available We examine the fundamental tension between explicit and implicit power motives; and their combined impact on the importance attached to prosocial organizational goals in small businesses (SMEs. We show that key decision-makers with a dominant implicit power motive attach more importance to the prosocial goals of job creation and taking care of the environment in their businesses. However, we reveal that this positive relationship is moderated by their explicit power motive. Once decision-makers in SMEs consciously seek for power, the positive relationship is neutralized. With these results, we highlight the conceptual and methodological differences between implicit and explicit power motives. We could obtain these results because we developed and validated an innovative implicit motive measure—the Shortened Pictorial Attitude Implicit Association Test (SPA-IAT. Contrary to the currently available implicit motive measures, the SPA-IAT is fast and easy to use and analyze, which makes this novel instrument well suited for research in business settings.
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Yirmiya, Karen; Segal, Nancy L; Bloch, Guy; Knafo-Noam, Ariel
2018-04-06
Several related and complementary theoretical frameworks have been proposed to explain the existence of prosocial behavior, despite its potential fitness cost to the individual. These include kin selection theory, proposing that organisms have a propensity to help those to whom they are genetically related, and reciprocity, referring to the benefit of being prosocial, depending on past and future mutual interactions. A useful paradigm to examine prosociality is to compare mean levels of this behavior between monozygotic (MZ) and dizygotic (DZ) twins. Here, we examined the performance of 883 6.5-year-old twins (139 MZ and 302 DZ same-sex 6.5-year-old full twin pairs) in the Differential Productivity Task. In this task, the twins' behaviors were observed under two conditions: working for themselves vs. working for their co-twin. There were no significant differences between the performances of MZ and DZ twins in the prosocial condition of the task. Correlations within the twin dyads were significantly higher in MZ than DZ twins in the self-interested condition. However, similar MZ and DZ correlations were found in the prosocial condition, supporting the role of reciprocity in twins' prosociality towards each other. © 2018 John Wiley & Sons Ltd.
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Using the job demands-resources model to predict burnout and performance
Bakker, A.B.; Demerouti, E.; Verbeke, W.
2004-01-01
The job demands-resources (JD-R) model was used to examine the relationship between job characteristics, burnout, and (other-ratings of) performance (N = 146). We hypothesized that job demands (e.g., work pressure and emotional demands) would be the most important antecedents of the exhaustion
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MDMA enhances emotional empathy and prosocial behavior.
Hysek, Cédric M; Schmid, Yasmin; Simmler, Linda D; Domes, Gregor; Heinrichs, Markus; Eisenegger, Christoph; Preller, Katrin H; Quednow, Boris B; Liechti, Matthias E
2014-11-01
3,4-Methylenedioxymethamphetamine (MDMA, 'ecstasy') releases serotonin and norepinephrine. MDMA is reported to produce empathogenic and prosocial feelings. It is unknown whether MDMA in fact alters empathic concern and prosocial behavior. We investigated the acute effects of MDMA using the Multifaceted Empathy Test (MET), dynamic Face Emotion Recognition Task (FERT) and Social Value Orientation (SVO) test. We also assessed effects of MDMA on plasma levels of hormones involved in social behavior using a placebo-controlled, double-blind, random-order, cross-over design in 32 healthy volunteers (16 women). MDMA enhanced explicit and implicit emotional empathy in the MET and increased prosocial behavior in the SVO test in men. MDMA did not alter cognitive empathy in the MET but impaired the identification of negative emotions, including fearful, angry and sad faces, in the FERT, particularly in women. MDMA increased plasma levels of cortisol and prolactin, which are markers of serotonergic and noradrenergic activity, and of oxytocin, which has been associated with prosocial behavior. In summary, MDMA sex-specifically altered the recognition of emotions, emotional empathy and prosociality. These effects likely enhance sociability when MDMA is used recreationally and may be useful when MDMA is administered in conjunction with psychotherapy in patients with social dysfunction or post-traumatic stress disorder. © The Author (2013). Published by Oxford University Press. For Permissions, please email: journals.permissions@oup.com.
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Job stress, depression, work performance, and perceptions of supervisors in military personnel.
Pflanz, Steven E; Ogle, Alan D
2006-09-01
Recent studies have identified high levels of job stress in military personnel. This study examined the relationship among job stress, depression, work performance, types of stressors, and perceptions about supervisors in military personnel. Eight hundred nine military personnel answered a 43-item survey on work stress, physical and emotional health, work performance, perceptions about leadership, job stressors, and demographics. More than one- quarter (27.4%) of this military population reported suffering from significant job stress. Both the report of work stress and depression were significantly related to impaired work performance, more days of missed work, poorer physical health, and negative perceptions about the abilities of supervisors and commanders. Depression and job stress were significantly and positively related to each other. These results support accumulating data indicating that work stress is a significant occupational health hazard in the routine military work environment. Targeting and eliminating sources of job stress should be a priority for the U.S. military to preserve and protect the mental health of military personnel.
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Prosocial Tendencies Predict Friendship Quality, But Not for Popular Children
Poorthuis, Astrid M. G.; Thomaes, Sander; Denissen, Jaap J. A.; van Aken, Marcel A. G.; de Castro, Bram Orobio
2012-01-01
Is prosocial behavior a prerequisite for having good-quality friendships? This study (N=477, mean age=12.2 years) examined whether the link between children's prosocial tendencies and their perceived friendship quality was dependent on children's level of popularity in the peer group. Children's prosocial tendencies were assessed both as observed…
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Revisiting the Impact of Perceived Empowerment on Job Performance: Results from Front-Line Employees
Directory of Open Access Journals (Sweden)
Ozgur Devrim Yilmaz
2015-01-01
Full Text Available This study was conducted to examine the probable effect of perceived empowerment on job performance and the sample of research consisted of 230 participants working in tourism sector as front-line employees. The outcomes of this study indicated that psychological empowerment was positively correlated with employee job performance and employees’ job performance were mostly effected from self-determination and impact dimensions of empowerment. Moreover, tests were conducted to analyze the significant differences in participants’ perception of empowerment and job performance according to their demographic characteristics. There was a significant difference between perceived empowerment and gender, age and work experience where as there was no significant difference between empowerment and education levels. On the other hand, the relationship between job performance and work experience was supported however no relationship was found between job performance and gender, age and education level of the participants. Trying to find out what might possibly lead front-line employees to increased job performance, it can be claimed that psychological empowerment still turns out to be a central issue and therefore this research makes useful contributions to the current knowledge by entirely investigating the direct effect of perceived empowerment on employee job performance in hospitality industry where especially front-line employees spend most of their time directly with customers.
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Job characteristics, flow, and performance: the moderating role of conscientiousness.
Demerouti, Evangelia
2006-07-01
The present article aims to show the importance of positive work-related experiences within occupational health psychology by examining the relationship between flow at work (i.e., absorption, work enjoyment, and intrinsic work motivation) and job performance. On the basis of the literature, it was hypothesized that (a) motivating job characteristics are positively related to flow at work and (b) conscientiousness moderates the relationship between flow and other ratings of (in-role and out-of-role) performance. The hypotheses were tested on a sample of 113 employees from several occupations. Results of moderated structural equation modeling analyses generally supported the hypotheses. Motivating job characteristics were predictive of flow, and flow predicted in-role and extra-role performance, for only conscientious employees.
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Aggressive and prosocial children's emotion attributions and moral reasoning.
Malti, Tina; Gasser, Luciano; Buchmann, Marlis
2009-01-01
Aggressive and prosocial children's emotion attributions and moral reasoning were investigated. Participants were 235 kindergarten children (M=6.2 years) and 136 elementary-school children (M=7.6 years) who were selected as aggressive or prosocial based on (kindergarten) teacher ratings. The children were asked to evaluate hypothetical rule violations, attribute emotions they would feel in the role of the victimizer, and justify their responses. Compared with younger prosocial children, younger aggressive children attributed fewer negative emotions and were more likely to provide sanction-oriented justifications when evaluating rule violations negatively. Furthermore, age-, gender- and context-effects in moral development occurred. The context-effects included both effects of transgression type (i.e., prosocial morality vs. fairness) on emotion attributions and moral reasoning and the effects of the context of moral evaluation and emotion attribution on moral reasoning. Findings are discussed in terms of the role of emotion attributions and moral reasoning as antecedents of children's aggressive and prosocial behavior. Copyright 2008 Wiley-Liss, Inc.
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THE STUDY OF PROSOCIAL MOTIVATION OF STUDENTS SOTSIONOMICHESKIH PROFESSIONS
Directory of Open Access Journals (Sweden)
Bresso Tatiana Ivanovna
2013-01-01
Full Text Available The article focuses on the experimental study of prosocial motivation in students sotsionomicheskih professions: psychologists, social workers and managers. The author of a new approach to the study of patterns and identify differences in prosocial motivation in different socio-cultural characteristics of student groups, students sotsionomicheskim professions. Based on the analysis of psychological research on the author developed the levels of prosocial motivation of students in relation to sotsionomicheskim professions. The experiment revealed the presence of psychological specificity and sociocultural orientation to the relationship between altruism (prosocial motivation with the value orientation and the level of emotional intelligence. It is proved that the manifestation of prosocial motivation is greatly influenced by the level of emotional intelligence, as an integral index, and index of empathy in particular. The author stresses that the psychological specifics of students in the humanities encourages the development of new skills and allow them to efficiently realize their personal potential in their future careers.
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1992-01-01
SUBTmI.E 5 FU.NDING NUMBERS Job Performance Tests for CII-53E Helicopter Miechanacs - Volume I1: Admiutstrative Duties and Job Knowlede Tests C - N...performance measures to Marine Corps personnel managers . training instructors, and interested researchers who may find them useful. This work comprises...Corps personnel managers , training instructors, and interested researchers who may find them useful. 3. This work comprises two parts: volume I
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Essays on the Determinants of Prosocial Behavior in Singapore
Lim, Daniel
2015-01-01
Previous research has sought to explain why people engage in prosocial behavior and undertake activities that are costly to themselves and mostly benefit others, such as volunteering and donating. My dissertation comprises three essays that collectively explore the determinants of prosocial behavior and leverages insights from behavioral economics to design interventions to nudge people to behave more prosocially. The first essay is an observational study that examines how rapid demographic c...
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29 CFR 785.12 - Work performed away from the premises or job site.
2010-07-01
... 29 Labor 3 2010-07-01 2010-07-01 false Work performed away from the premises or job site. 785.12... of Principles Employees âsuffered Or Permittedâ to Work § 785.12 Work performed away from the premises or job site. The rule is also applicable to work performed away from the premises or the job site...
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Investigating The Effect Of Job Stress On Performance Of Employees
Directory of Open Access Journals (Sweden)
Oyungerel Altangerel
2015-02-01
Full Text Available Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and majority of employees reduce their productivity and loss of interest in job due to stress. As for concern health issue eyes strain dizziness and disorder in sleep are due to job stress. According to results of logit model parameters of education experience and salary per month are statistically significant and have positive impact on employees performance but age family size no relaxation time giving to employees during working hours and work overload are statistically significant and have negative impact on employees job performance. For suggestions companies should increase salaries of employees and give reward to employees those have work overload. Workload of employees should reduce by proper work redesign and efficient management by proper allocation of job. It is also found that stress also becomes reason of several illnesses and majority of employees dont have medical facilities first aid at working place therefore it is suggested that companies should also provide medical facilities first aid for employees at work place.
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The early emergence of sociomoral evaluation: infants prefer prosocial others.
Van de Vondervoort, Julia W; Hamlin, J Kiley
2018-04-01
Humans readily evaluate third-parties' prosocial and antisocial acts. Recent evidence reveals that this tendency emerges early in development-even preverbal infants selectively approach prosocial others and avoid antisocial ones. Rather than reflecting attraction toward or away from low-level characteristics of the displays or simple behavioral rules, infants are sensitive to characteristics of both the agents and recipients of prosocial and antisocial acts. Specifically, infants' preferences require that the recipients of positive and negative acts be social agents with clear unfulfilled goals, who have not previously harmed others. In addition, prosocial and antisocial agents must act intentionally, in the service of positive and negative goals. It is an open question whether these prosocial preferences reflect self-interested and/or moral concerns. Copyright © 2017 Elsevier Ltd. All rights reserved.
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Determinants of Prosocial Behavior in Included Versus Excluded Contexts.
Cuadrado, Esther; Tabernero, Carmen; Steinel, Wolfgang
2015-01-01
Prosocial behavior (PSB) is increasingly becoming necessary as more and more individuals experience exclusion. In this context it is important to understand the motivational determinants of PSB. Here we report two experiments which analyzed the influence of dispositional (prosocialness; rejection sensitivity) and motivational variables (prosocial self-efficacy; prosocial collective efficacy; trust; anger; social affiliation motivation) on PSB under neutral contexts (Study 1), and once under inclusion or exclusion conditions (Study 2). Both studies provided evidence for the predicted mediation of PSB. Results in both neutral and inclusion and exclusion conditions supported our predictive model of PSB. In the model dispositional variables predicted motivational variables, which in turn predicted PSB. We showed that the investigated variables predicted PSB; this suggests that to promote PSB one could (1) foster prosocialness, prosocial self and collective efficacy, trust in others and affiliation motivation and (2) try to reduce negative feelings and the tendency to dread rejection in an attempt to reduce the negative impact that these variables have on PSB. Moreover, the few differences that emerged in the model between the inclusion and exclusion contexts suggested that in interventions with excluded individuals special care emphasis should be placed on addressing rejection sensitivity and lack of trust.
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Moderate Baseline Vagal Tone Predicts Greater Prosociality in Children
Miller, Jonas G.; Kahle, Sarah; Hastings, Paul D.
2016-01-01
Vagal tone is widely believed to be an important physiological aspect of emotion regulation and associated positive behaviors. However, there is inconsistent evidence for relations between children’s baseline vagal tone and their helpful or prosocial responses to others (Hastings & Miller, 2014). Recent work in adults suggests a quadratic association (inverted U-shape curve) between baseline vagal tone and prosociality (Kogan et al., 2014). The present research examined whether this nonlinear association was evident in children. We found consistent evidence for a quadratic relation between vagal tone and prosociality across 3 samples of children using 6 different measures. Compared to low and high vagal tone, moderate vagal tone in early childhood concurrently predicted greater self-reported prosociality (Study 1), observed empathic concern in response to the distress of others and greater generosity toward less fortunate peers (Study 2), and longitudinally predicted greater self-, mother-, and teacher-reported prosociality 5.5 years later in middle childhood (Study 3). Taken together, our findings suggest that moderate vagal tone at rest represents a physiological preparedness or tendency to engage in different forms of prosociality across different contexts. Early moderate vagal tone may reflect an optimal balance of regulation and arousal that helps prepare children to sympathize, comfort, and share with others. PMID:27819463
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Capaldi, Colin A; Zelenski, John M
2016-01-01
This investigation attempted to conceptually replicate/extend research that suggests that reminders of money can inhibit prosociality, promote self-sufficiency, and influence political beliefs. Based on these results, we hypothesized that money primes would decrease willingness to engage in sustainable actions. We also predicted that people would distribute points less prosocially and feel less socially connected when money was primed. Individuals were recruited from an undergraduate participant pool and MTurk. Meta-analytic results across the two samples revealed that money priming did not have a significant impact on willingness to act sustainably, but it did cause participants to distribute points less prosocially and report lower social connectedness than individuals in the control condition. While effects were smaller than those reported in Vohs, Mead, and Goode (2006), this study still offers support for the detrimental impact of reminders of money on interpersonal relations.
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Emotional Intelligence and job performance: Evidence from railroad industry
Directory of Open Access Journals (Sweden)
Masoumeh Bahmanabadi
2014-08-01
Full Text Available This paper presents an empirical investigation to study the relationship between emotional intelligence and job performance in railroad industry. The study uses two questionnaires, one for measuring emotional intelligence adopted from Salovey and Mayer (1989 [Salovey, P., & Mayer, J. D. (1989. Emotional intelligence. Imagination, Cognition and Personality, 9(3, 185-211.] and the other one for measuring job performance. The study selects 300 full time employees who work for railroad industry in city of Tehran, Iran, distributes two questionnaires among the employees and managed to collect all filled ones. Using Spearman correlation, the study has determined a positive and meaningful relationship between emotional intelligence and job performance (r = 0.796, Sig. = 0.000. In addition, there were positive and meaningful relationships between four components of emotional intelligence, namely consciousness (r = 0.642, Sig. = 0.000, self-regulation (r = 0.41, Sig. = 0.000, self-awareness ( r = 0.552, Sig. = 0.000 and social skills (r = 0.524, Sig. = 0.000.
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Lu, Chang-Qin; Du, Dan-Yang; Xu, Xiao-Min
2016-10-02
The aim of this research is to verify the two-dimensional challenge-hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee-supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge-hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge-hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor-job performance relationship.
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Wu, Hao; Sears, Lindsay E; Coberley, Carter R; Pope, James E
2016-01-01
The aim of this study was to study the effects of overall well-being and well-being change on six supervisor-rated indicators of employee performance valued by organizations: overall performance, accountability, customer service, innovation, prosocial behavior, and self-development. The current study used two waves of well-being survey data collected over 2 years and supervisor performance ratings for 5691 employees. Ordinary least squares regression was conducted. Both well-being at baseline and two-year change in well-being were related to all six supervisor-rated performance dimensions, controlling for other employee characteristics. Overall well-being likely functioned as a resource enabling people to successfully perform across the specific areas highly valued by their company. Given this connection, well-being interventions could be used as a means to accomplish improved performance in dimensions that contribute to organizational performance.
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Barrick, Murray R; Stewart, Greg L; Piotrowski, Mike
2002-02-01
Research shows consistent relations between personality and job performance. In this study the authors develop and test a model of job performance that examines the mediating effects of cognitive-motivational work orientations on the relationships between personality traits and performance in a sales job (N = 164). Covariance structural analyses revealed proximal motivational variables to be influential mechanisms through which distal personality traits affect job performance. Specifically, striving for status and accomplishment mediate the effects of Extraversion and Conscientiousness on ratings of sales performance. Although Agreeableness was related to striving for communion, neither Agreeableness nor communion striving was related to success in this sales job. The importance of the proposed motivational orientations model is discussed.
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Perceived barriers to effective job performance among nursing assistants in long-term care.
Parmelee, Patricia A; Laszlo, Mary C; Taylor, Jo A
2009-10-01
This research explored perceived barriers to job performance among a national sample of nursing assistants (NAs). Specific objectives were (1) to clarify which of the problems identified by previous research are most troublesome for NAs, (2) to develop a reliable quantitative measure of perceived barriers to job performance, and (3) to test construct validity of the measure vis-à-vis work-related psychological empowerment and job satisfaction. Nursing assistants attending the 2006 national conference of the National Association of Health Care Assistants completed a paper-and-pencil survey including 33 barriers to job performance and standardized measures of empowerment and job satisfaction. The barriers were also rated by a small sample of NAs at a single Georgia nursing home. Factor analysis of barriers items yielded a 30-item Nursing Assistants Barriers Scale (NABS) comprising 6 subscales: Teamwork, Exclusion, Respect, Workload, Work Stress, and New NAs. Lack of teamwork and exclusion from communication processes were rated as most problematic by both samples. The 6 NABS subscales were significantly and independently associated with empowerment and satisfaction; different barriers predicted the 2 constructs. This study is a first step toward quantitative assessment of NAs' perceptions of barriers to doing their jobs. Primary limitations are the select sample and use of a job satisfaction measure that may have artificially inflated correlations with the NABS. Nonetheless, results confirm the validity of the new scale as an operationalization of the barriers construct. The concept of barriers to job performance is a unique construct from work empowerment and satisfaction with one's job. Nursing assistants clearly differentiate various barriers, converging on workload and lack of teamwork as most problematic. Further work is needed to substantiate validity and reliability of the NABS, particularly with respect to NAs' actual job performance, intent to stay on the
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The Prosocial and Antisocial Behavior in Sport Scale.
Kavussanu, Maria; Boardley, Ian D
2009-02-01
This research aimed to (a) develop a measure of prosocial and antisocial behavior in sport, (b) examine its invariance across sex and sport, and (c) provide evidence for its discriminant and concurrent validity. We conducted two studies. In study 1, team sport athletes (N=1,213) recruited from 103 teams completed questionnaires assessing demographics and prosocial and antisocial behaviors in sport. Factor analyses revealed two factors representing prosocial behavior and two factors representing antisocial behavior. The model had a very good fit to the data and showed configural, metric, and scalar invariance across sex and sport. The final scale consisted of 20 items. In Study 2, team-sport athletes (N=106) completed the scale and measures of empathy and goal orientation. Analyses provided support for the discriminant and concurrent validity of the scale. In conclusion, the new scale can be used to measure prosocial and antisocial behaviors in team sport.
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Commitment to Nonwork Roles and Job Performance: Enrichment and Conflict Perspectives
Weer, Christy H.; Greenhaus, Jeffrey H.; Linnehan, Frank
2010-01-01
An extensive commitment to nonwork roles was negatively associated with the job performance of 182 women legal secretaries. In addition to its direct negative effect on job performance, nonwork role commitment had both a negative indirect effect (through emotional energy expended on nonwork roles) and a positive indirect effect (through resources…
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Predicting Sympathy and Prosocial Behavior from Young Children’s Dispositional Sadness
Edwards, Alison; Eisenberg, Nancy; Spinrad, Tracy L.; Reiser, Mark; Eggum-Wilkens, Natalie D.; Liew, Jeffrey
2014-01-01
The purpose of this study was to examine whether dispositional sadness predicted children's prosocial behavior and if sympathy mediated this relation. Constructs were measured when children (N = 256 at Time 1) were 18-, 30-, and 42-months old. Mothers and non-parental caregivers rated children’s sadness; mothers, caregivers, and fathers rated children’s prosocial behavior; sympathy (concern and hypothesis testing) and prosocial behavior (indirect and direct, as well as verbal at older ages) were assessed with a task in which the experimenter feigned injury. In a panel path analysis, 30-month dispositional sadness predicted marginally higher 42-month sympathy; in addition, 30-month sympathy predicted 42-month sadness. Moreover, when controlling for prior levels of prosocial behavior, 30-month sympathy significantly predicted reported and observed prosocial behavior at 42 months. Sympathy did not mediate the relation between sadness and prosocial behavior (either reported or observed). PMID:25663753
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Social class and prosocial behavior: current evidence, caveats, and questions.
Piff, Paul K; Robinson, Angela R
2017-12-01
This review synthesizes research on social class and prosocial behavior. Individuals of lower social class display increased attention to others and greater sensitivity to others' welfare compared to individuals of higher social class, who exhibit more self-oriented patterns of social cognition. As a result, lower-class individuals are more likely to engage in other-beneficial prosocial behavior, whereas higher-class individuals are more prone to engage in self-beneficial behavior. Although the extant evidence indicates that higher social class standing may tend to undermine prosocial impulses, we propose that the effects of social class on prosocial behavior may also depend on three crucial factors: motivation, identity, and inequality. We discuss how and why these factors may moderate class differences in prosociality and offer promising lines of inquiry for future research. Copyright © 2017 Elsevier Ltd. All rights reserved.
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No costly prosociality among related long-tailed macaques (Macaca fascicularis).
Sterck, Elisabeth H M; Olesen, Caroline U; Massen, Jorg J M
2015-08-01
Altruism, benefiting another at a cost to the donor, may be achieved through prosocial behavior. Studies of nonhuman animals typically investigate prosocial behavior with paradigms in which the donor can choose to give a recipient a food item, and the choice does not affect the donor's reward (which is either present or absent). In such tasks, long-tailed macaques (Macaca fascicularis) show prosocial behavior, especially toward kin. Here, we tested captive long-tailed macaques with related recipients in an alternative task, in which the donor had to give up a preferred reward to benefit the recipient; that is, they had to choose a lower valued reward for themselves to provide food to their kin. Overall, the macaques did not provide their kin with food. The task forced the donor to balance its prosocial behavior with its selfish choice for a higher value reward, a balance that turned out to favor selfish motives. Consequently, our study shows that a prosocial tendency is not sufficient to elicit costly prosocial behavior in long-tailed macaques. Subsequently, we feel that tasks in which the donor must choose a lower value reward to benefit another individual may allow the titration of the strength of prosocial behavior, and thus provides interesting possibilities for future comparative studies. (c) 2015 APA, all rights reserved).
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THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE
Andinasari, Andinasari; Sujanto, Bedjo; Mukhtar, Mukhneri
2017-01-01
The purpose of this study was determine the effect transformational leadership, personality and job performance administration employeeUniversity of Indonesian Teachers Union of Palembang (PGRI). This research try answer problems about job performance involving of 144 administration employee had been selected from the target population of 223 employee by using quantitative approach with path analysis methods. The reseach of conclude show (1) transformational leadership had a direct effe...
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Performance-based training: from job and task analysis to training materials
International Nuclear Information System (INIS)
Davis, L.T.; Spinney, R.W.
1983-01-01
Historically, the smoke filled room approach has been used to revise training programs: instructors would sit down and design a program based on existing training materials and any federal requirements that applied. This failure to reflect a systematic definition of required job functions, responsibilities and performance standards in training programs has resulted in generic program deficiencies: they do not provide complete training of required skills and knowledge. Recognition of this need for change, coupled with a decrease in experienced industry personnel inputs and long training pipelines, has heightened the need for efficient performance-based training programs which are derived from and referenced to job performance criteria. This paper presents the process for developing performance-based training materials based on job and task analysis products
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Flustered and faithful: embarrassment as a signal of prosociality.
Feinberg, Matthew; Willer, Robb; Keltner, Dacher
2012-01-01
Although individuals experience embarrassment as an unpleasant, negative emotion, the authors argue that expressions of embarrassment serve vital social functions, signaling the embarrassed individual's prosociality and fostering trust. Extending past research on embarrassment as a nonverbal apology and appeasement gesture, the authors demonstrate that observers recognize the expression of embarrassment as a signal of prosociality and commitment to social relationships. In turn, observers respond with affiliative behaviors toward the signaler, including greater trust and desire to affiliate with the embarrassed individual. Five studies tested these hypotheses and ruled out alternative explanations. Study 1 demonstrated that individuals who are more embarrassable also reported greater prosociality and behaved more generously than their less embarrassable counterparts. Results of Studies 2-5 revealed that observers rated embarrassed targets as being more prosocial and less antisocial relative to targets who displayed either a different emotion or no emotion. In addition, observers were more willing to give resources and express a desire to affiliate with these targets, and these effects were mediated by perceptions of the targets as prosocial.
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Pengaruh Learning Climate Terhadap Job Performance Melalui Career Related Continuous Learning
Anggiani, Sarfilianty
2017-01-01
This research objective is to identify and to analyze the relatioship of Learning climatehas an influence on Job Performance through the Career Related Continuous Learning. The result of the study showed that Learning climate influenced Job Performance through the career related continuous learning. Managerial implication and the recommendation for future study are provided.
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Big Gods: Extended prosociality or group binding?
Galen, Luke W
2016-01-01
Big Gods are described as having a "prosocial" effect. However, this conflates parochialism (group cohesion) with cooperation extended to strangers or out-group members. An examination of the cited experimental studies indicates that religion is actually associated with increased within-group parochialism, rather than extended or universal prosociality, and that the same general mechanisms underlie both religious and secular effects.
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Social power facilitates the effect of prosocial orientation on empathic accuracy.
Côté, Stéphane; Kraus, Michael W; Cheng, Bonnie Hayden; Oveis, Christopher; van der Löwe, Ilmo; Lian, Hua; Keltner, Dacher
2011-08-01
Power increases the tendency to behave in a goal-congruent fashion. Guided by this theoretical notion, we hypothesized that elevated power would strengthen the positive association between prosocial orientation and empathic accuracy. In 3 studies with university and adult samples, prosocial orientation was more strongly associated with empathic accuracy when distinct forms of power were high than when power was low. In Study 1, a physiological indicator of prosocial orientation, respiratory sinus arrhythmia, exhibited a stronger positive association with empathic accuracy in a face-to-face interaction among dispositionally high-power individuals. In Study 2, experimentally induced prosocial orientation increased the ability to accurately judge the emotions of a stranger but only for individuals induced to feel powerful. In Study 3, a trait measure of prosocial orientation was more strongly related to scores on a standard test of empathic accuracy among employees who occupied high-power positions within an organization. Study 3 further showed a mediated relationship between prosocial orientation and career satisfaction through empathic accuracy among employees in high-power positions but not among employees in lower power positions. Discussion concentrates upon the implications of these findings for studies of prosociality, power, and social behavior.
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Associations between Prosocial and Problem Behavior from Early to Late Adolescence.
Padilla-Walker, Laura M; Memmott-Elison, Madison K; Coyne, Sarah M
2018-05-01
Though recent research has highlighted prosocial behavior as negatively associated with problem behavior during adolescence, we know little about how these variables might be associated longitudinally, whether there are bidirectional effects, and whether there might be different patterns of co-occurrence of behaviors for different individuals. Thus, the current study examined relations between prosocial and problem behaviors in three different ways in an attempt to better understand these associations. Participants included 500 adolescents recruited from a Northwestern state in the USA who took part in the study every year from age 12 to 18 (50% female, 67% European American). Growth curve analyses suggested that change in prosocial behavior was negatively associated with change in aggression and delinquency over time. A longitudinal panel model suggested that prosocial behavior and aggression were negatively associated bidirectionally, and that prosocial behavior was negatively associated with delinquency over time. Finally, mixture modeling conducted at ages 12, 15, and 18 revealed heterogeneity in the ways in which prosocial and problem behaviors co-occur. The discussion focuses on the complexity of interrelations between prosocial behavior and problem behavior across adolescence.
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Is pride a prosocial emotion? Interpersonal effects of authentic and hubristic pride.
Wubben, Maarten J J; De Cremer, David; van Dijk, Eric
2012-01-01
Pride is associated with both prosocial and antisocial behaviour. Do others also infer such behaviours when pride is expressed and does this affect their own prosocial behaviour? We expected that authentic pride (i.e., confidence, accomplishment) would signal and elicit more prosocial behaviour than hubristic pride (i.e., arrogance, conceit). In a first laboratory experiment, a target in a public-good dilemma was inferred to have acted less prosocially when displaying a nonverbal expression of pride versus no emotion. As predicted, inferences of hubristic pride-but not authentic pride-mediated this effect. Participants themselves also responded less prosocially. A second laboratory experiment where a target verbally expressed authentic pride, hubristic pride, or no emotion replicated the effects of hubristic pride and showed that authentically proud targets were assumed to have acted prosocially, but especially by perceivers with a dispositional tendency to take the perspective of others. We conclude that authentic pride is generally perceived as a more prosocial emotion than hubristic pride.
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When is giving an impulse? An ERP investigation of intuitive prosocial behavior.
Carlson, Ryan W; Aknin, Lara B; Liotti, Mario
2016-07-01
Human prosociality is often assumed to emerge from exerting reflective control over initial, selfish impulses. However, recent findings suggest that prosocial actions can also stem from processes that are fast, automatic and intuitive. Here, we attempt to clarify when prosocial behavior may be intuitive by examining prosociality as a form of reward seeking. Using event-related potentials (ERPs), we explored whether a neural signature that rapidly encodes the motivational salience of an event-the P300-can predict intuitive prosocial motivation. Participants allocated varying amounts of money between themselves and charities they initially labelled as high- or low-empathy targets under conditions that promoted intuitive or reflective decision making. Consistent with our predictions, P300 amplitude over centroparietal regions was greater when giving involved high-empathy targets than low-empathy targets, but only when deciding under intuitive conditions. Reflective conditions, alternatively, elicited an earlier frontocentral positivity related to response inhibition, regardless of target. Our findings suggest that during prosocial decision making, larger P300 amplitude could (i) signal intuitive prosocial motivation and (ii) predict subsequent engagement in prosocial behavior. This work offers novel insight into when prosociality may be driven by intuitive processes and the roots of such behaviors. © The Author (2015). Published by Oxford University Press. For Permissions, please email: journals.permissions@oup.com.
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Nyberg, Anthony
2010-05-01
Two divergent ideas explain the relationship between performance and voluntary turnover. One suggests that higher performing employees, who are rewarded for their superior work product, will desire to remain with an organization that values their performance and will, consequently, be less likely than lower performing employees to voluntarily leave. An alternative idea suggests that higher performing employees, who are more desirable to external companies as a result of their superior work product, will have more external job opportunities and will, consequently, be more likely than their lower performing colleagues to voluntarily leave. The current study evaluated the behaviors and attitudes of 12,545 insurance employees over a 3-year period to examine how these 2 divergent expectations influence the performance-voluntary turnover relationship. Results show that both pay growth and the relevant unemployment rate interact with performance to influence the performance-voluntary turnover relationship and that they work independently of employee job satisfaction influences. PsycINFO Database Record (c) 2010 APA, all rights reserved.
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Examining the intertwined development of prosocial skills and ASD symptoms in adolescence.
Oerlemans, Anoek M; Rommelse, Nanda N J; Buitelaar, Jan K; Hartman, Catharina A
2018-01-30
Autism spectrum disorder (ASD) and reduced prosocial behaviour are strongly intertwined. However, social interactions with peers may be increasingly practiced over the course of development and may instigate a reduction in ASD symptoms and vice versa. We, therefore, sought to determine if, during adolescence, possible improvements in prosocial behaviours and ASD symptoms may benefit one another over time. Participants were 2773 adolescents from the Tracking Adolescents' Individual Lives Survey (TRAILS) cohorts. Measurements took place over three waves (mean ages: 11.1, 13.4, and 16.2 years). Longitudinal associations between teacher-rated classroom prosocial skills and parent-rated ASD symptoms were examined using the random intercept cross-lagged panel model (RI-CLPM). In addition to estimating the stable, between-person associations, the dynamical effects between prosocial skills and ASD symptoms over time were estimated at the within-person level. At the between-person level, prosocial skills and ASD symptoms were substantially negatively correlated. At the within-person level, a small and unexpected positive cross-lagged effect from wave 1 ASD symptoms on wave 2 prosocial skills was observed. We added to the existing literature by showing that, in addition to replicating the already firmly established between-person association between low prosocial skills and ASD, within-person gains in prosocial skills do not lead to subsequent reduction of ASD symptoms, and reductions in ASD symptoms do not lead to subsequent enhancement of prosocial skills. We, therefore, conclude from our findings that the inverse association between autistic symptoms and prosocial skills in adolescence is highly stable.
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D2.1 2nd User requirements for gamification of prosocial learning
Vuillier, Laura; Cook, Chrissy; Star, Kam; Dimaraki, Evangelia; Cobello, Stefano; Boniface, Michael; Parsons, Sarah
2016-01-01
The document describes the requirements for the gamification of prosocial learning. A conceptual framework is defined that is derived from multidisciplinary perspectives (pedagogy, psychology, teaching practitioners, game designers) of prosociality as the basis for understanding the technical and operational requirements for creating games to teach prosocial skills in schools. The conceptual framework provides the theoretical foundation for technical work developing a platform for prosocial g...
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WORK-FAMILY ROLE CONFLICT AND JOB PERFORMANCE ...
African Journals Online (AJOL)
Prof
This would create the psychological balance needed in both domains. On the part of the ... concern over the conflicting role of women, as both mothers/wives and workers. ... need for a study on work-family role conflict and job performance.
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Prosocial Motivation: Inferences From an Opaque Body of Work.
Eisenberg, Nancy; VanSchyndel, Sarah K; Spinrad, Tracy L
2016-11-01
Because motivations for prosocial actions typically are unclear, sometimes even to actors but especially for observers, it is difficult to study prosocial motivation. This article reviews research that provides evidence regarding children's motives for prosocial behaviors. First, we present a heuristic model to classify motives on the dimension of reflecting altruistic (with the ultimate goal of benefiting another) to egoism (the ultimate goal of benefiting the self) goals; in addition, we briefly discuss classifying motives based on a continuum of morality. Next, we review findings indicating the existence of a number of different motives in our model and briefly discuss developmental issues, when possible. Future directions for the study of prosocial motivation are proposed. © 2016 The Authors. Child Development © 2016 Society for Research in Child Development, Inc.
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Working mothers: Family-work conflict, job performance and family/work variables
Directory of Open Access Journals (Sweden)
Cynthia J Patel
2006-10-01
Full Text Available The present study examined the relationship between family-work conflict, job performance and selected work and family characteristics in a sample of working mothers employed at a large retail organization. The hypothesis of a negative relationship between family-work conflict and job performance was rejected. Married women reported significantly higher family-work conflict than unmarried women, while women in the highest work category gained the highest job performance rating. More than half the sample indicated that paid work was more important than their housework and reported that their working had a positive impact on their families. The findings are discussed in relation to the changing work and family identities of non-career women.
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Motivation, Prosocial and Antisocial Behaviors of Juveniles in Compare to Wellbehaved Peers
Directory of Open Access Journals (Sweden)
Hubert Kupiec
2013-12-01
Full Text Available The article contain results of research which participants were 104 juvenile delinquent and 294 adolescents from public schools. The statistic analyses show that juveniles have similar level of prosocial motivation as their well behaving peers from schools. However, gender is significant differentiation factor because girls have higher prosocial motivation and more frequently behave prosocially than boys in both compared groups. Juveniles exhibit less prosocial behavior than antisocial to relatives and friends, compared to their peers from schools, also. This paper include discussion of results and practical recommendations how we can develope motivation and prosocial behavior among juvenile delinquents.
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Studying the impact of mental health on job performance of managers and staff
Directory of Open Access Journals (Sweden)
Parviz Ahmadi
2012-08-01
Full Text Available The purpose of present research is to study the relationship between job performance and employees’ mental health in one of Iranian natural gas refinery located in city of Jam, Iran. Data collection was conducted based on two major characteristics of job performance and mental health based on questionnaire methods among 42 people. The methodology is descriptive and correlation – type and to analyze the data, Pearson’s correlation coefficient, variances equality tests as well as t-student were utilized. The findings show that there was a significant relationship between employees’ job performance and mental health and any increase in mental health aspects promotes job performance proportionally. In the meantime, there was no significant relationship between employees’ job performance and their gender and there was no significant difference on mental health status between male and female staff. Based on the results, one can conclude that low mental health level among employees can reduce their performance. Managers should use proper methods to decrease the negative consequences resulted from the lack of mental health in workplaces.
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An Evolutionary Model of the Environmental Conditions that Shape the Development of Prosociality
Directory of Open Access Journals (Sweden)
Daniel Tumminelli O'Brien
2014-04-01
Full Text Available The current review presents a model for how prosocial development is driven by sociocognitive mechanisms that have been shaped by natural selection to translate critical environmental factors into locally adaptive levels of prosociality. This is done through a synthesis of two existing literatures. Evolutionary developmental psychologists have demonstrated a biological basis for the emergence of prosocial behavior early in youth, and work based on social learning theory has explored how social experiences can influence prosociality across development. The model forwarded organizes this latter literature in a way that is specific to how the biological mechanisms underpinning prosociality have evolved. This consists of two main psychological mechanisms. 1 A domain-specific program that is responsive to environmental factors that determine the relative success of different levels of prosociality. It uses the local prevalence of prosocial others (i.e., support and expectations for prosocial behavior (i.e., structure to guide prosocial development. 2 The domain-general process of cultural learning, by which youth adopt local social norms based on the examples of others. Implications and hypotheses are articulated for both the sociocognitive structure of the individual and the role of social contexts.
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Individual and Social Predictors of Prosocial Behavior among Chinese Adolescents in Hong Kong
Lai, Frank H. Y.; Siu, Andrew M. H.; Shek, Daniel T. L.
2015-01-01
Based on the human ecological model, this study hypothesized that individual competence in empathy, prosocial moral reasoning, and social influence from parents, peers, and school are the key determinants of prosocial behavior among Chinese adolescents in Hong Kong. We recruited a sample of high school students who engaged in volunteering activities regularly (N = 580). They completed a self-administrated questionnaire designed to measure prosocial behavior and its hypothesized predictors using a number of standardized instruments. The results of multiple regression show that social influence factors, including peer, school, and parent influence, are strong predictors of helping intention and prosocial behavior, while individual competence factors like empathy and prosocial moral reasoning are not. Male participants had higher empathy scores and helping intention than females, perceived their parents as more helpful, and their schools as more supportive of prosocial behavior. However, the significant predictors of prosocial behavior and helping intention were similar across gender. The findings indicate that social influence is strongly linked to prosocial behavior. This implies that socialization and social support for prosocial norms and behavior can exert a powerful influence on the behavior of young people in a Chinese population. PMID:26029684
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Individual and Social Predictors of Prosocial Behaviour among Chinese Adolescents in Hong Kong
Directory of Open Access Journals (Sweden)
Frank H.Y. Lai
2015-05-01
Full Text Available Based on the human ecological model, this study hypothesized that individual competence in empathy, prosocial moral reasoning, and social influence from parents, peers, and school are the key determinants of prosocial behaviour among Chinese adolescents in Hong Kong. We recruited a sample of high school students who engaged in volunteering activities regularly (N = 580. They completed a self-administrated questionnaire designed to measure prosocial behaviour and its hypothesized predictors using a number of standardized instruments. The results of multiple regression show that social influence factors, including peer, school, and parent influence, are strong predictors of helping intention and prosocial behaviour, while individual competence factors like empathy and prosocial moral reasoning are not. Male participants had higher empathy scores and helping intention than males, perceived their parents as more helpful, and their schools as more supportive of prosocial behaviour. However, the significant predictors of prosocial behaviour and helping intention were similar across gender. The findings indicate that social influence is strongly linked to prosocial behaviour. This implies that socialization and social support for prosocial norms and behaviour can exert a powerful influence on the behaviour of young people in a Chinese population.
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Predictors of Prosocial Behavior among Chinese High School Students in Hong Kong
Andrew M. H. Siu; Daniel T. L. Shek; Frank H. Y. Lai
2012-01-01
This study examined the correlates and predictors of prosocial behavior among Chinese adolescents in Hong Kong. A sample of 518 high school students responded to a questionnaire containing measures of antisocial and prosocial behavior, prosocial norms, pragmatic values, moral reasoning, and empathy. Preliminary analyses showed that there were gender differences in some of the measures. While correlation analyses showed that parental education, prosocial norms, pragmatic values, moral reasonin...
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What effects do student jobs have on the study performance ...
African Journals Online (AJOL)
This research examines the effects student jobs have on the study performance, and the competency and career development of hospitality management students. A 13-item survey was administered to a sample of 82 hospitality management students to see how they think about their student job. Qualitative data was ...
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Job crafting at the team and individual level: Implications for work engagement and performance
Tims, M.; Bakker, A.B.; Derks, D.; Rhenen, van W.
2013-01-01
Previous research suggests that employee job crafting is positively related to job performance through employee work engagement. The present study expands this individual-level perspective to the team level by hypothesizing that team job crafting relates positively to team performance through team
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The Influence of Divine Rewards and Punishments on Religious Prosociality
Saleam, James; Moustafa, Ahmed A.
2016-01-01
A common finding across many cultures has been that religious people behave more prosocially than less (or non-) religious people. Numerous priming studies have demonstrated that the activation of religious concepts via implicit and explicit cues (e.g., ‘God,’ ‘salvation,’ among many others) increases prosociality in religious people. However, the factors underlying such findings are less clear. In this review we discuss hypotheses (e.g., the supernatural punishment hypothesis) that explain the religion-prosociality link, and also how recent findings in the empirical literature converge to suggest that the divine rewards (e.g., heaven) and punishments (e.g., hell) promised by various religious traditions may play a significant role. In addition, we further discuss inconsistencies in the religion-prosociality literature, as well as existing and future psychological studies which could improve our understanding of whether, and how, concepts of divine rewards and punishments may influence prosociality. PMID:27536262
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Empathy, Guilt Proneness, and Gender: Relative Contributions to Prosocial Behaviour
Directory of Open Access Journals (Sweden)
Linda Torstveit
2016-05-01
Full Text Available Guilt is a moral emotion that is often looked upon as a negative trait. However, studies show that some individuals are more predisposed to think, feel and act in a more ethical manner because of a lower threshold to experience guilt. Some theories of helping behaviour emphasize the evolutionary mechanisms, while other theories stress the importance of social variables. This study investigated whether guilt proneness as a dispositional trait can be associated with prosocial behaviour. Five hundred sixty-nine participants reported in an online survey their own levels of guilt proneness, frequency of prosocial behaviour, and related cognitions such as empathy. This study is among the first to demonstrate how guilt proneness combined with empathy can explain additional variance in prosocial behaviour. The findings also indicate gender differences in the precursors of prosocial behaviour, suggesting women are more influenced by the effects of guilt proneness on prosocial behaviour than men.
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Empathy, Guilt Proneness, and Gender: Relative Contributions to Prosocial Behaviour
Torstveit, Linda; Sütterlin, Stefan; Lugo, Ricardo Gregorio
2016-01-01
Guilt is a moral emotion that is often looked upon as a negative trait. However, studies show that some individuals are more predisposed to think, feel and act in a more ethical manner because of a lower threshold to experience guilt. Some theories of helping behaviour emphasize the evolutionary mechanisms, while other theories stress the importance of social variables. This study investigated whether guilt proneness as a dispositional trait can be associated with prosocial behaviour. Five hundred sixty-nine participants reported in an online survey their own levels of guilt proneness, frequency of prosocial behaviour, and related cognitions such as empathy. This study is among the first to demonstrate how guilt proneness combined with empathy can explain additional variance in prosocial behaviour. The findings also indicate gender differences in the precursors of prosocial behaviour, suggesting women are more influenced by the effects of guilt proneness on prosocial behaviour than men. PMID:27298635
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van den Broek, Tijs Adriaan; Need, Ariana; Ehrenhard, Michel Léon; Priante, Anna; Hiemstra, Djoerd
2015-01-01
Sociological research points at norms and social networks as antecedents of prosocial behavior. To date, the literature remains undecided on how these factors jointly influence prosocial behavior. Furthermore, the use of social media by campaign organizations may change the need for formal networks
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A construct divided: prosocial behavior as helping, sharing, and comforting subtypes
Dunfield, Kristen A.
2014-01-01
The development and maintenance of prosocial, other-oriented behaviors has been of considerable recent interest. Though it is clear that prosocial behaviors emerge early and play a uniquely important role in the social lives of humans, there is less consensus regarding the mechanisms that underlie and maintain these fundamental acts. The goal of this paper is to clarify inconsistencies in our understanding of the early emergence and development of prosocial behavior by proposing a taxonomy of prosocial behavior anchored in the social-cognitive constraints that underlie the ability to act on behalf of others. I will argue that within the general domain of prosocial behavior, other-oriented actions can be categorized into three distinct types (helping, sharing, and comforting) that reflect responses to three distinct negative states (instrumental need, unmet material desire, and emotional distress). In support of this proposal, I will demonstrate that the three varieties of prosocial behavior show unique ages of onset, uncorrelated patterns of production, and distinct patterns of individual differences. Importantly, by differentiating specific varieties of prosocial behavior within the general category, we can begin to explain inconsistencies in the past literature and provide a framework for directing future research into the ontogenetic origins of these essential social behaviors. PMID:25228893
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Adolescent prosocial behavior: the role of self-processes and contextual cues.
Wentzel, Kathryn R; Filisetti, Laurence; Looney, Lisa
2007-01-01
Peer- and teacher-reported prosocial behavior of 339 6th-grade (11-12 years) and 8th-grade (13-14 years) students was examined in relation to prosocial goals, self-processes (reasons for behavior, empathy, perspective taking, depressive affect, perceived competence), and contextual cues (expectations of peers and teachers). Goal pursuit significantly predicted prosocial behavior, and goal pursuit provided a pathway by which reasons for behavior were related to behavior. Reasons reflected external, other-focused, self-focused, and internal justifications for behavior; each reason was related to a unique set of self-processes and contextual cues. Associations between prosocial outcomes and sex and race (Caucasian and African American) were mediated in part by self-processes and contextual cues. The implications of studying prosocial behavior from a motivational perspective are discussed.
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Directory of Open Access Journals (Sweden)
HANNAH JACKSON FOLDES
2006-09-01
Full Text Available Social desirability scale scores reflect substantive individual differences related to personality. The objective of the current study was to examine whether social desirability, and impression management specifically (a component of social desirability, is predictive of adjustment and job performance for expatriates. Based on theoretical considerations, it was proposed that impression management might be linked to expatriate job performance in a predictive and mediated relationship through adjustment. Job performance ratings provided by host country national co-workers were obtained for 308 expatriates on assignment in Turkey. Expatriates responded to a measure of personality and cross cultural adjustment. It was found that impression management scale scores were not related to either adjustment or job performance. These results are discussed in the broader context of research on social desirability, expatriate job performance, and expatriate research in general.
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Prosocial behavior and self-concept of Spanish students of Compulsory Secondary Education
Inglés, Cándido J.; Martínez-González, Agustín Ernesto; García-Fernández, José Manuel; Torregrosa, María S.; Ruiz Esteban, Cecilia
2012-01-01
This study analyzed the relationship between prosocial behavior and self-concept dimensions in a sample of 2022 Spanish students (51.1% males) of Compulsory Secondary Education. The prosocial behavior was measured with the Prosocial Behavior scale of the Teenage Inventory of Social Skills (TISS) and the self-concept was measured with the Self-Description Questionnaire-II (SDQ-II). Logistic regression analyses revealed that prosocial behavior is a positive and significant statistically predict...
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THE EFFECT OF PERSON-JOB FIT ON THE PERFORMANCE APPRAISAL: A RESEARCH IN KONYA TEXTILE ENTERPRISES
Directory of Open Access Journals (Sweden)
Ali Şükrü ÇETİNKAYA
2017-12-01
Full Text Available Lack of person-job fit may be one of the possible reasons for the symptoms of absence at work, increase in social loafing, employee turnover, burnout, stress etc. among employees in an organization. The compatibility of knowledge level, skills and personal traits with job characteristics determines the level of employee job satisfaction, effectiveness, productivity and performance. Performance appraisal practices, which assess employee performance level, enable organizations get aware of the importance of person-job fit. This quantitative research aimed to determine the effect of person-job fit on performance appraisal in organizations. Exploratory factor analysis and structural equation modeling techniques were employed to test the proposed hypotheses based on 223 valid responses gathered through questionnaire from textile enterprises operating in Konya province. Research findings revealed that both person fit and job fit components of the person-job fit structure have positive effect on performance appraisal. Results revealed that when person-job fit was satisfied, employees have positive attitude against performance appraisal practices.
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Frieder, Rachel E; Wang, Gang; Oh, In-Sue
2018-03-01
By integrating the fundamental principles of the theory of purposeful work behavior (TPWB; Barrick, Mount, & Li, 2013) with cognitive-affective personality system (CAPS) theory (Mischel, 1977; Mischel & Shoda, 1995), we examine how and when salespeople's job-relevant personality traits relate to their performance. We argue that individuals with personality traits that fit outdoor sales jobs (i.e., conscientious, extraversion, openness to experience) will perceive their work as more meaningful and as a result achieve heightened performance. Moreover, drawing from TPWB and CAPS theory, we expect that as an important element of the social context, transformational leadership moderates the indirect effect of salespeople's job-relevant personality traits on their job performance via enhanced perceptions of meaningfulness at work. Results based on data from 496 outdoor salespeople and their 218 supervisors and regional managers provide support for the hypotheses pertaining to conscientiousness and openness, but not extraversion. Specifically, the conditional indirect effects of conscientiousness or openness on performance through perceived meaningfulness are more positive under low, rather than high, levels of transformational leadership. Implications for research and practice are discussed along with study limitations and future research directions. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Positive Parenting and Children’s Prosocial Behavior in Eight Countries
2015-01-01
Background Research supports the beneficial role of prosocial behaviors on children’s adjustment and successful youth development. Empirical studies point to reciprocal relations between negative parenting and children’s maladjustment, but reciprocal relations between positive parenting and children’s prosocial behavior are understudied. In the present study reciprocal relations between two different dimensions of positive parenting (quality of the mother-child relationship and the use of balanced positive discipline) and children’s prosocial behavior were examined in Colombia, Italy, Jordan, Kenya, the Philippines, Sweden, Thailand, and the United States. Method Mother-child dyads (N = 1105) provided data over 2 years in 2 waves (Mage of child in wave 1 = 9.31 years, SD = .73; 50% female). Results A model of reciprocal relations between parenting dimensions, but not among parenting and children’s prosocial behavior, emerged. In particular, children with higher levels of prosocial behavior at age 9 elicited higher levels of mother-child relationship quality in the following year. Conclusions Findings yielded similar relations across countries, evidencing that being prosocial in late childhood contributes to some degree to the enhancement of a nurturing and involved mother-child relationship in countries that vary widely on sociodemographic profiles and psychological characteristics. Policy and intervention implications of this study are discussed. PMID:26511201
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Directory of Open Access Journals (Sweden)
Henry Ndubuisi Onukwube
2011-06-01
Job performance is considered one of the most important constructs in human resources management because it helps to explain the value and utility that each employee adds to the organisation. The professionals in the Nigerian construction companies are not exception to the perceived low job performance rate within the industry. Extant literature points to the fact that job characteristics of employees can account for variance in their job performance rate.This study compares the job performance rate and job characteristics of construction professionals in indigenous and expatriate construction companies with a view to establish a relationship between job performance and job characteristics of construction professionals. A total of 762 questionnaires were collected and used for the study. Eighty one (81 construction companies, 50 (62% indigenous and 31 (38% expatriate were selected using stratified random sampling technique. Data collected were analysed using mean item score, spearman rank correlation, linear regression analysis where appropriate. Findings of the study revealed that the relationship between job characteristics and job performance of construction professionals in construction companies in Nigeria is positive but low and the correlation coefficient is higher in expatriate construction companies. Based on the above finding, the study recommends that construction companies in Nigeria should endeavour and improve on their current core job dimensions (task significance, skill variety, task identity, autonomy and feedback inherent in various jobs designed within their respective organizations as this will constitute as one of the variants that will improve the job performance rate of construction professionals.
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Measurement of Prosocial Reasoning among Chinese Adolescents
Frank H. Y. Lai; Andrew M. H. Siu; Chewtyn C. H. Chan; Daniel T. L. Shek
2012-01-01
This study attempted to develop a standardized instrument for assessment of prosocial reasoning in Chinese populations. The Prosocial Reasoning Objective Measure (PROM) was translated, and a two-stage study was conducted to evaluate the psychometric properties of the translated instrument. The content validity, cultural relevance, and reading level of the translated instrument were evaluated by an expert panel. Upon revisions according to the expert opinions, the Chinese PROM demonstrated goo...
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Directory of Open Access Journals (Sweden)
Aginta Chairunnisa Sinulingga
2018-03-01
Full Text Available The aim of this research is to exmaining the effects of caring climate, job satisfaction, and affective commitment on job performance in steak restaurant in Tebet, South Jakarta. This study were developed and tested 5 hypotheses, by using Structural Equation Model. Data were collected from 145 employees working on the food, beverage, hygiene, security, service and cashier in steak restaurant in Tebet, South Jakarta. Finding and contribution in this research shown that there is positive and significant effect of caring climate on job satisfaction and affective commitment that effect on job performance. The limitationin in this research was that this study focused only on restaurant as a hospitality industry, only at steak restaurant in Tebet, South Jakarta, and was limited for only four variables.
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Performance criteria for emergency medicine residents: a job analysis.
Blouin, Danielle; Dagnone, Jeffrey Damon
2008-11-01
A major role of admission interviews is to assess a candidate's suitability for a residency program. Structured interviews have greater reliability and validity than do unstructured ones. The development of content for a structured interview is typically based on the dimensions of performance that are perceived as important to succeed in a particular line of work. A formal job analysis is normally conducted to determine these dimensions. The dimensions essential to succeed as an emergency medicine (EM) resident have not yet been studied. We aimed to analyze the work of EM residents to determine these essential dimensions. The "critical incident technique" was used to generate scenarios of poor and excellent resident performance. Two reviewers independently read each scenario and labelled the performance dimensions that were reflected in each. All labels assigned to a particular scenario were pooled and reviewed again until a consensus was reached. Five faculty members (25% of our total faculty) comprised the subject experts. Fifty-one incidents were generated and 50 different labels were applied. Eleven dimensions of performance applied to at least 5 incidents. "Professionalism" was the most valued performance dimension, represented in 56% of the incidents, followed by "self-confidence" (22%), "experience" (20%) and "knowledge" (20%). "Professionalism," "self-confidence," "experience" and "knowledge" were identified as the performance dimensions essential to succeed as an EM resident based on our formal job analysis using the critical incident technique. Performing a formal job analysis may assist training program directors with developing admission interviews.
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The cultural evolution of prosocial religions.
Norenzayan, Ara; Shariff, Azim F; Gervais, Will M; Willard, Aiyana K; McNamara, Rita A; Slingerland, Edward; Henrich, Joseph
2016-01-01
We develop a cultural evolutionary theory of the origins of prosocial religions and apply it to resolve two puzzles in human psychology and cultural history: (1) the rise of large-scale cooperation among strangers and, simultaneously, (2) the spread of prosocial religions in the last 10-12 millennia. We argue that these two developments were importantly linked and mutually energizing. We explain how a package of culturally evolved religious beliefs and practices characterized by increasingly potent, moralizing, supernatural agents, credible displays of faith, and other psychologically active elements conducive to social solidarity promoted high fertility rates and large-scale cooperation with co-religionists, often contributing to success in intergroup competition and conflict. In turn, prosocial religious beliefs and practices spread and aggregated as these successful groups expanded, or were copied by less successful groups. This synthesis is grounded in the idea that although religious beliefs and practices originally arose as nonadaptive by-products of innate cognitive functions, particular cultural variants were then selected for their prosocial effects in a long-term, cultural evolutionary process. This framework (1) reconciles key aspects of the adaptationist and by-product approaches to the origins of religion, (2) explains a variety of empirical observations that have not received adequate attention, and (3) generates novel predictions. Converging lines of evidence drawn from diverse disciplines provide empirical support while at the same time encouraging new research directions and opening up new questions for exploration and debate.
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Reliability and Validity of the Turkish Version of the Job Performance Scale Instrument.
Harmanci Seren, Arzu Kader; Tuna, Rujnan; Eskin Bacaksiz, Feride
2018-02-01
Objective measurement of the job performance of nursing staff using valid and reliable instruments is important in the evaluation of healthcare quality. A current, valid, and reliable instrument that specifically measures the performance of nurses is required for this purpose. The aim of this study was to determine the validity and reliability of the Turkish version of the Job Performance Instrument. This study used a methodological design and a sample of 240 nurses working at different units in four hospitals in Istanbul, Turkey. A descriptive data form, the Job Performance Scale, and the Employee Performance Scale were used to collect data. Data were analyzed using IBM SPSS Statistics Version 21.0 and LISREL Version 8.51. On the basis of the data analysis, the instrument was revised. Some items were deleted, and subscales were combined. The Turkish version of the Job Performance Instrument was determined to be valid and reliable to measure the performance of nurses. The instrument is suitable for evaluating current nursing roles.
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Nakagawa, Yuko; Inoue, Akiomi; Kawakami, Norito; Tsuno, Kanami; Tomioka, Kimiko; Nakanishi, Mayuko; Mafune, Kosuke; Hiro, Hisanori
2015-01-01
The aim of the present study was to investigate the association of one-year change in organizational justice (i.e., procedural justice and interactional justice) with job performance in Japanese employees. This study surveyed 425 men and 683 women from a manufacturing company in Japan. Self-administered questionnaires, including the Organizational Justice Questionnaire (OJQ), the World Health Organization Health and Work Performance Questionnaire (WHO-HPQ) and the scales on demographic characteristics, were administered at baseline (August 2009). At one-year follow-up (August 2010), the OJQ and WHO-HPQ were used again to assess organizational justice and job performance. The change in organizational justice was measured by dichotomizing each OJQ subscale score by median at baseline and follow-up, and the participants were classified into four groups (i.e., stable low, adverse change, favorable change and stable high). Analysis of covariance (ANCOVA) was employed. After adjusting for demographic and occupational characteristics and job performance at baseline, the groups classified based on the change in procedural justice differed significantly in job performance at follow-up (ANCOVA: F [3, 1097]=4.35, pperformance at follow-up compared with the stable low procedural justice group. The groups classified based on change in interactional justice did not differ significantly in job performance at follow-up (p>0.05). The present findings suggest that keeping the level of procedural justice high predicts higher levels of job performance, whereas the psychosocial factor of interactional justice is not so important for predicting job performance.
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Failure to demonstrate that playing violent video games diminishes prosocial behavior.
Tear, Morgan J; Nielsen, Mark
2013-01-01
Past research has found that playing a classic prosocial video game resulted in heightened prosocial behavior when compared to a control group, whereas playing a classic violent video game had no effect. Given purported links between violent video games and poor social behavior, this result is surprising. Here our aim was to assess whether this finding may be due to the specific games used. That is, modern games are experienced differently from classic games (more immersion in virtual environments, more connection with characters, etc.) and it may be that playing violent video games impacts prosocial behavior only when contemporary versions are used. Experiments 1 and 2 explored the effects of playing contemporary violent, non-violent, and prosocial video games on prosocial behavior, as measured by the pen-drop task. We found that slight contextual changes in the delivery of the pen-drop task led to different rates of helping but that the type of game played had little effect. Experiment 3 explored this further by using classic games. Again, we found no effect. We failed to find evidence that playing video games affects prosocial behavior. Research on the effects of video game play is of significant public interest. It is therefore important that speculation be rigorously tested and findings replicated. Here we fail to substantiate conjecture that playing contemporary violent video games will lead to diminished prosocial behavior.
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Integrating simultaneous prosocial and antisocial behavior into theories of collective action.
Basurto, Xavier; Blanco, Esther; Nenadovic, Mateja; Vollan, Björn
2016-03-01
Trust and cooperation constitute cornerstones of common-pool resource theory, showing that "prosocial" strategies among resource users can overcome collective action problems and lead to sustainable resource governance. Yet, antisocial behavior and especially the coexistence of prosocial and antisocial behaviors have received less attention. We broaden the analysis to include the effects of both "prosocial" and "antisocial" interactions. We do so in the context of marine protected areas (MPAs), the most prominent form of biodiversity conservation intervention worldwide. Our multimethod approach relied on lab-in-the-field economic experiments (n = 127) in two MPA and two non-MPA communities in Baja California, Mexico. In addition, we deployed a standardized fishers' survey (n = 544) to verify the external validity of our findings and expert informant interviews (n = 77) to develop potential explanatory mechanisms. In MPA sites, prosocial and antisocial behavior is significantly higher, and the presence of antisocial behavior does not seem to have a negative effect on prosocial behavior. We suggest that market integration, economic diversification, and strengthened group identity in MPAs are the main potential mechanisms for the simultaneity of prosocial and antisocial behavior we observed. This study constitutes a first step in better understanding the interaction between prosociality and antisociality as related to natural resources governance and conservation science, integrating literatures from social psychology, evolutionary anthropology, behavioral economics, and ecology.
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Siu, Andrew M H; Cheng, Howard C H; Leung, Mana C M
2006-01-01
Prosocial norms are clear, healthy, ethical standards, beliefs, and behavior guidelines that promote prosocial behavior and minimize health risks. The promotion of prosocial norms like altruism, solidarity, and volunteerism is an important aspect of positive youth development programs. From the literature, it is evident that a prosocial orientation is encouraged in traditional Chinese philosophy. Longitudinal studies have shown that prosocial behavior increases gradually over adolescence, and that the development of prosocial behavior is closely linked to the development of moral reasoning, perspective taking, and regulation of personal distress. It is noteworthy that females have a higher prosocial orientation than males, and peer influence could be a major mediating factor of interventions to foster prosocial norms and behavior during adolescence. This review also analyzes the mechanism underlying prosocial behavior using the cost-reward model, social cognitive theory, and stages of moral development. Role modeling, social reinforcements and evaluations, discussion of moral dilemmas, empathy skills training, and foot-in-the-door procedures are identified as useful strategies for fostering prosocial norms and behavior.
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Task design influences prosociality in captive chimpanzees (Pan troglodytes.
Directory of Open Access Journals (Sweden)
Bailey R House
Full Text Available Chimpanzees confer benefits on group members, both in the wild and in captive populations. Experimental studies of how animals allocate resources can provide useful insights about the motivations underlying prosocial behavior, and understanding the relationship between task design and prosocial behavior provides an important foundation for future research exploring these animals' social preferences. A number of studies have been designed to assess chimpanzees' preferences for outcomes that benefit others (prosocial preferences, but these studies vary greatly in both the results obtained and the methods used, and in most cases employ procedures that reduce critical features of naturalistic social interactions, such as partner choice. The focus of the current study is on understanding the link between experimental methodology and prosocial behavior in captive chimpanzees, rather than on describing these animals' social motivations themselves. We introduce a task design that avoids isolating subjects and allows them to freely decide whether to participate in the experiment. We explore key elements of the methods utilized in previous experiments in an effort to evaluate two possibilities that have been offered to explain why different experimental designs produce different results: (a chimpanzees are less likely to deliver food to others when they obtain food for themselves, and (b evidence of prosociality may be obscured by more "complex" experimental apparatuses (e.g., those including more components or alternative choices. Our results suggest that the complexity of laboratory tasks may generate observed variation in prosocial behavior in laboratory experiments, and highlights the need for more naturalistic research designs while also providing one example of such a paradigm.
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Scrimgeour, Meghan B; Blandon, Alysia Y; Stifter, Cynthia A; Buss, Kristin A
2013-06-01
This study examined how aspects of the parenting and coparenting relationships relate to children's prosocial behavior in early childhood. Fifty-eight 2-parent families from a larger ongoing longitudinal study participated in this study. Mothers completed questionnaires that measured their use of inductive reasoning, as well as their children's prosocial behavior. Furthermore, parents and their children participated in 3 triadic interaction tasks that were coded to assess cooperative coparenting behavior. Results revealed that cooperative coparenting was positively associated with children's prosocial behavior. A significant interaction also emerged between maternal inductive reasoning and cooperative coparenting behavior. These findings underscore the important role of a cooperative coparenting subsystem in influencing children's emerging prosocial behavior, as well as highlight the association between positive parenting practices and children's prosocial development within the context of cooperative coparenting behaviors. This study demonstrates the utility of understanding family-level processes that contribute to children's prosocial development during early childhood. PsycINFO Database Record (c) 2013 APA, all rights reserved.
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The inner workings of performance management in danish job centers
DEFF Research Database (Denmark)
Pihl-Thingvad, Signe
2016-01-01
The paper discusses how a central Performance Management system in the Danish job centers affects the employees’ perception of accountability, autonomy, common goals and dialogue. Dysfunctional behavioral effects are explored in qualitative analyses based on 4 case studies. Results indicate...... that the expected positive effects of performance management do not materialize at the Danish job centers because focus in the implementation process gradually shifts from results to process goals. This is related to a series of dysfunctional behavioral effects which instead of creating commitment frustrate...
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Influence of higher order need strenght and job characteristics on job performance
Directory of Open Access Journals (Sweden)
C. J. H. Blignaut
1975-11-01
Full Text Available Contemporary theories of work motivation are classified according to (1 those based on the underlying assumption that all individuals posses higher level need, are capable of satisfying and will indeed satisfy such needs provided the job situation incorporates the conditions or characteristics that make satisfaction possible and (2 those theories suggesting that an individual may or may not be motivated by certain job characteristics depending on whether he in fact has specific (higher level needs to be fulfilled and whether he views the job situation as conductive to need satisfaction. 126 Subjects employed by a chemical industry took part in an experiment designed to test the basic assumptions underlying the aforementioned theories. Data relating to higher order need satisfaction, the psychological value of job content and job performance served as input to a 2X2 factorial analysis. Results indicate that only the psychological value of job content represented a significant source of variation (p is smaller as ,01 - a finding which favours category (1 theories to a large extent. No significant interaction between the latter source of variation and higher order need satisfaction could be found. Opsomming Kontemporêre motiveringsteorieë in die Bedryfsielkunde word geklassifiseer in twee groepe naamlik (1 dié wat berus op die basiese aanname dat alle werknemers hoëvlak behoeftes het en die bevrediging daarvan sal nastreef solank die inhoud van die werk dit moontlik maak en (2 dié wat op die aanname berus dat sielkundig gunstige werksinhoud waarskynlik hoëvlak behoeftebevrediging tot gevolg sal hê, afhangende van hoe die individu die werksituasie waarneem. 126 Werknemers in 'n Suid-Afrikaanse chemiese nywerheid is by 'n eksperiment betrek waarin bogenoemde basiese aannames teenoor mekaar gestel is. Data ten opsigte van die sielkundige waarde van werksinhoud, hoëvlak behoeftebevrediging en werksprestasie dien as inset tot 'n 2x2 faktoriale
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Levels of Job Satisfaction and Performance of Sports Officers in Lagos State Secondary Schools
Onifade, Ademola; Keinde, Idou; Kehinde, Eunice
2009-01-01
The purpose of this paper was to examine the relationship between job satisfaction levels of sports officers and sports performance of secondary schools in Lagos State. Data were collected from 200 subjects across 10 Local Education Districts. Job Descriptive Index was used to determine job satisfaction while performance in the Principals' Soccer…
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Too much of a good thing: curvilinear relationships between personality traits and job performance.
Le, Huy; Oh, In-Sue; Robbins, Steven B; Ilies, Remus; Holland, Ed; Westrick, Paul
2011-01-01
The relationships between personality traits and performance are often assumed to be linear. This assumption has been challenged conceptually and empirically, but results to date have been inconclusive. In the current study, we took a theory-driven approach in systematically addressing this issue. Results based on two different samples generally supported our expectations of the curvilinear relationships between personality traits, including Conscientiousness and Emotional Stability, and job performance dimensions, including task performance, organizational citizenship behavior, and counterproductive work behaviors. We also hypothesized and found that job complexity moderated the curvilinear personality–performance relationships such that the inflection points after which the relationships disappear were lower for low-complexity jobs than they were for high-complexity jobs. This finding suggests that high levels of the two personality traits examined are more beneficial for performance in high- than low-complexity jobs. We conclude by discussing the implications of these findings for the use of personality in personnel selection.
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Light, Sharee N.; Moran, Zachary D.; Swander, Lena; Le, Van; Cage, Brandi; Burghy, Cory; Westbrook, Cecilia; Greishar, Larry; Davidson, Richard J.
2016-01-01
The relation between empathy subtypes and prosocial behavior was investigated in a sample of healthy adults. "Empathic concern" and "empathic happiness," defined as negative and positive vicarious emotion (respectively) combined with an other-oriented feeling of “goodwill” (i.e. a thought to do good to others/see others happy), were elicited in 68 adult participants who watched video clips extracted from the television show Extreme Makeover: Home Edition. Prosocial behavior was quantified via performance on a non-monetary altruistic decision-making task involving book selection and donation. Empathic concern and empathic happiness were measured via self-report (immediately following each video clip) and via facial electromyography recorded from corrugator (active during frowning) and zygomatic (active during smiling) facial regions. Facial electromyographic signs of (a) empathic concern (i.e. frowning) during sad video clips, and (b) empathic happiness (i.e. smiling) during happy video clips, predicted increased prosocial behavior in the form of increased goodwill-themed book selection/donation. PMID:25486408
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Organisational Climate And Teachers' Job Performance In Primary ...
African Journals Online (AJOL)
Organisational Climate And Teachers' Job Performance In Primary Schools In Ondo ... The instrument used to collect data was a questionnaire on organisational ... revealed that most of the schools run an open climate type of organisation.
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Prosocial Choice in Rats Depends on Food-Seeking Behavior Displayed by Recipients.
Márquez, Cristina; Rennie, Scott M; Costa, Diana F; Moita, Marta A
2015-06-29
Animals often are prosocial, displaying behaviors that result in a benefit to one another [1-15] even in the absence of self-benefit [16-21] (but see [22-25]). Several factors have been proposed to modulate these behaviors, namely familiarity [6, 13, 18, 20] or display of seeking behavior [16, 21]. Rats have been recently shown to be prosocial under distress [17, 18] (but see [26-29]); however, what drives prosociality in these animals remains unclear. To address this issue, we developed a two-choice task in which prosocial behavior did not yield a benefit or a cost to the focal rat. We used a double T-maze in which only the focal rat controlled access to the food-baited arms of its own and the recipient rat's maze. In this task, the focal rat could choose between one side of the maze, which yielded food only to itself (selfish choice), and the opposite side, which yielded food to itself and the recipient rat (prosocial choice). Rats showed a high proportion of prosocial choices. By manipulating reward delivery to the recipient and its ability to display a preference for the baited arm, we found that the display of food-seeking behavior leading to reward was necessary to drive prosocial choices. In addition, we found that there was more social investigation between rats in selfish trials than in prosocial trials, which may have influenced the focals' choices. This study shows that rats provide access to food to others in the absence of added direct self-benefit, bringing new insights into the factors that drive prosociality. Copyright © 2015 Elsevier Ltd. All rights reserved.
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Uzun, Tevfik; Ozdem, Güven
2017-01-01
The main purpose of this study is to examine the relationship between teachers' perceptions of supervisor support and job performances and the mediating role of job satisfaction in this relationship. The study group consists of 206 teachers working in the public high schools in the Giresun province centre during the 2016-2017 academic year. The…
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Yamagishi, Toshio; Matsumoto, Yoshie; Kiyonari, Toko; Takagishi, Haruto; Li, Yang; Kanai, Ryota; Sakagami, Masamichi
2017-06-13
Behavioral and neuroscientific studies explore two pathways through which internalized social norms promote prosocial behavior. One pathway involves internal control of impulsive selfishness, and the other involves emotion-based prosocial preferences that are translated into behavior when they evade cognitive control for pursuing self-interest. We measured 443 participants' overall prosocial behavior in four economic games. Participants' predispositions [social value orientation (SVO)] were more strongly reflected in their overall game behavior when they made decisions quickly than when they spent a longer time. Prosocially (or selfishly) predisposed participants behaved less prosocially (or less selfishly) when they spent more time in decision making, such that their SVO prosociality yielded limited effects in actual behavior in their slow decisions. The increase (or decrease) in slower decision makers was prominent among consistent prosocials (or proselfs) whose strong preference for prosocial (or proself) goals would make it less likely to experience conflict between prosocial and proself goals. The strong effect of RT on behavior in consistent prosocials (or proselfs) suggests that conflict between prosocial and selfish goals alone is not responsible for slow decisions. Specifically, we found that contemplation of the risk of being exploited by others (social risk aversion) was partly responsible for making consistent prosocials (but not consistent proselfs) spend longer time in decision making and behave less prosocially. Conflict between means rather than between goals (immediate versus strategic pursuit of self-interest) was suggested to be responsible for the time-related increase in consistent proselfs' prosocial behavior. The findings of this study are generally in favor of the intuitive cooperation model of prosocial behavior.
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Longitudinal Bidirectional Relations between Adolescents' Sympathy and Prosocial Behavior
Carlo, Gustavo; Padilla-Walker, Laura M.; Nielson, Matthew G.
2015-01-01
Despite the importance of understanding sympathy and prosocial behaviors, research on the development of these tendencies in adolescence remains relatively sparse. In the present study, we examined age trends and bidirectional longitudinal relations in sympathy and prosocial behaviors across early to middle adolescents. Participants were 500…
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20 CFR 670.980 - What are the indicators of performance for Job Corps?
2010-04-01
... Provisions § 670.980 What are the indicators of performance for Job Corps? (a) At a minimum, the performance... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false What are the indicators of performance for Job Corps? 670.980 Section 670.980 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION...
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Beisner, Brianne A; McCowan, Brenda
2013-01-01
Studies of prosocial policing in nonhuman societies traditionally focus on impartial interventions because of an underlying assumption that partial support implies a direct benefit to the intervener, thereby negating the potential for being prosocial in maintaining social stability for the benefit of the group. However, certain types of partial interventions have significant potential to be prosocial in controlling conflict, e.g. support of non-kin subordinates. Here, we propose a policing support hypothesis that some types of agonistic support serve a prosocial policing function that maintains group stability. Using seven large captive groups of rhesus macaques, we investigated the relationship between intervention type and group-level costs and benefits (rates of trauma, severe aggression, social relocation) and individual level costs and benefits (preferential sex-dyad targeting, dominance ambiguity reduction, access to mates, and return aggression). Our results show that impartial interventions and support of subordinate non-kin represent prosocial policing as both (1) were negatively associated with group-level rates of trauma and severe aggression, respectively, (2) showed no potential to confer individual dominance benefits, (3) when performed outside the mating season, they did not increase chances of mating with the beneficiary, and (4) were low-cost for the highest-ranking interveners. We recommend expanding the definition of 'policing' in nonhumans to include these 'policing support interventions'.
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Motivation factors affecting employees job performance in selected ...
African Journals Online (AJOL)
Motivation can be intrinsic, such as satisfaction and feelings of achievement; or extrinsic, such as rewards, punishment, and goal obtainment. The study assessed the motivating factors affecting the job performance of two oil palm companies' ...
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Buddhist concepts as implicitly reducing prejudice and increasing prosociality.
Clobert, Magali; Saroglou, Vassilis; Hwang, Kwang-Kuo
2015-04-01
Does Buddhism really promote tolerance? Based on cross-cultural and cross-religious evidence, we hypothesized that Buddhist concepts, possibly differing from Christian concepts, activate not only prosociality but also tolerance. Subliminally priming Buddhist concepts, compared with neutral or Christian concepts, decreased explicit prejudice against ethnic, ideological, and moral outgroups among Western Buddhists who valued universalism (Experiment 1, N = 116). It also increased spontaneous prosociality, and decreased, among low authoritarians or high universalists, implicit religious and ethnic prejudice among Westerners of Christian background (Experiment 2, N = 128) and Taiwanese of Buddhist/Taoist background (Experiment 3, N = 122). Increased compassion and tolerance of contradiction occasionally mediated some of the effects. The general idea that religion promotes (ingroup) prosociality and outgroup prejudice, based on research in monotheistic contexts, lacks cross-cultural sensitivity; Buddhist concepts activate extended prosociality and tolerance of outgroups, at least among those with socio-cognitive and moral openness. © 2015 by the Society for Personality and Social Psychology, Inc.
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Afshar, Hassan Soodmand; Doosti, Mehdi
2016-01-01
As part of a large-scale project, this study investigated the differences between satisfied and dissatisfied Iranian junior secondary school English teachers in terms of their job performance. To this end, 64 Iranian English teachers and 1774 of their students completed a validated questionnaire specifically developed to investigate EFL teachers'…
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Directory of Open Access Journals (Sweden)
Fatih Çetin
2015-10-01
Full Text Available The main purpose of this study is to explore the effects of the psychological capital on job satisfaction, job performance and intention to quit and to determine the mediator and moderator roles of job satisfaction and gender in these relations. Focusing just the relations between variables, the data were collected with using survey method from 237 employees working different positions in a large scale private company in Ankara. The instruments were psychological capital scale (Luthans et al, 2007, job satisfaction scale (Hackman & Oldham, 1975, intention to quit scale (Mobley et al, 1978 and job performance ratings. Results showed that psychological capital has positive relations with job satisfaction and job performance, and negative relations with intention to quit; also job satisfaction has a mediator role in the relations between psychological capital and intention to quit. Moreover it was determined that gender has a moderator role in the relations of psychological capital- job satisfaction, and psychological capital-intention to quit. All these results were discussed in the light of previous findings.
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Failure to demonstrate that playing violent video games diminishes prosocial behavior.
Directory of Open Access Journals (Sweden)
Morgan J Tear
Full Text Available BACKGROUND: Past research has found that playing a classic prosocial video game resulted in heightened prosocial behavior when compared to a control group, whereas playing a classic violent video game had no effect. Given purported links between violent video games and poor social behavior, this result is surprising. Here our aim was to assess whether this finding may be due to the specific games used. That is, modern games are experienced differently from classic games (more immersion in virtual environments, more connection with characters, etc. and it may be that playing violent video games impacts prosocial behavior only when contemporary versions are used. METHODS AND FINDINGS: Experiments 1 and 2 explored the effects of playing contemporary violent, non-violent, and prosocial video games on prosocial behavior, as measured by the pen-drop task. We found that slight contextual changes in the delivery of the pen-drop task led to different rates of helping but that the type of game played had little effect. Experiment 3 explored this further by using classic games. Again, we found no effect. CONCLUSIONS: We failed to find evidence that playing video games affects prosocial behavior. Research on the effects of video game play is of significant public interest. It is therefore important that speculation be rigorously tested and findings replicated. Here we fail to substantiate conjecture that playing contemporary violent video games will lead to diminished prosocial behavior.
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Failure to Demonstrate That Playing Violent Video Games Diminishes Prosocial Behavior
Tear, Morgan J.; Nielsen, Mark
2013-01-01
Background Past research has found that playing a classic prosocial video game resulted in heightened prosocial behavior when compared to a control group, whereas playing a classic violent video game had no effect. Given purported links between violent video games and poor social behavior, this result is surprising. Here our aim was to assess whether this finding may be due to the specific games used. That is, modern games are experienced differently from classic games (more immersion in virtual environments, more connection with characters, etc.) and it may be that playing violent video games impacts prosocial behavior only when contemporary versions are used. Methods and Findings Experiments 1 and 2 explored the effects of playing contemporary violent, non-violent, and prosocial video games on prosocial behavior, as measured by the pen-drop task. We found that slight contextual changes in the delivery of the pen-drop task led to different rates of helping but that the type of game played had little effect. Experiment 3 explored this further by using classic games. Again, we found no effect. Conclusions We failed to find evidence that playing video games affects prosocial behavior. Research on the effects of video game play is of significant public interest. It is therefore important that speculation be rigorously tested and findings replicated. Here we fail to substantiate conjecture that playing contemporary violent video games will lead to diminished prosocial behavior. PMID:23844191
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Determining Mean Predicted Performance for Army Job Families
National Research Council Canada - National Science Library
Zeidner, Joseph
2003-01-01
The present study is designed to obtain mean predicted performance (MPPs) for the 9- and 17-job families, using composites based on 7 ASVAB tests, using a triple cross validation design permitting completely unbiased estimates of MPP...
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But is helping you worth the risk? Defining Prosocial Risk Taking in adolescence
Do, Kathy T.; Guassi Moreira, João F.; Telzer, Eva H.
2017-01-01
Recent work has shown that the same neural circuitry that typically underlies risky behaviors also contributes to prosocial behaviors. Despite the striking overlap between two seemingly distinct behavioral patterns, little is known about how risk taking and prosociality interact and inform adolescent decision making. We review literature on adolescent brain development as it pertains to risk taking and prosociality and propose a new area of study, Prosocial Risk Taking, which suggests that adolescents can make risky decisions with the intention of helping other individuals. Given key socialization processes and ongoing neurodevelopmental changes during this time, adolescence may represent a sensitive period for the emergence of Prosocial Risk Taking, especially within a wide variety of social contexts when youth’s increased sensitivity to social evaluation and belonging impacts their behaviors. Prosocial Risk Taking in adolescence is an area of study that has been overlooked in the literature, but could help explain how ontogenetic changes in the adolescent brain may create not only vulnerabilities, but also opportunities for healthy prosocial development. PMID:28063823
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Wang, Manjie; Saudino, Kimberly J.
2015-01-01
Despite evidence for the associations of positive affect to prosocial behaviors and internalizing problems, relatively little is known about the underlying etiology. The sample comprised over 300 twin pairs at age 3. Positive affect, prosocial behaviors, and internalizing problems were assessed using the Toddler Behavior Assessment Questionnaire (Goldsmith, 1996), the Revised Rutter Parent Scale for Preschool Children (Hogg et al., 1997), and the Child Behavior Checklist for ages 1.5–5 (Achenbach, 1991), respectively. Positive affect correlated positively with prosocial behaviors, and negatively with internalizing problems. Prosocial behaviors were negatively associated with internalizing problems. The relations of positive affect to prosocial behaviors and internalizing problems were due to environmental effects (shared and non-shared). In contrast, the link between prosocial behaviors and internalizing problems was entirely explained by genetic effects. The current study has moved beyond prior emphasis on negative affect and elucidated the less understood etiology underlying the associations between positive affect, prosocial behaviors, and internalizing problems. This study could guide the development of programs for promoting prosocial behaviors and alleviating internalizing problems in children. PMID:25914668
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Directory of Open Access Journals (Sweden)
Manjie eWang
2015-04-01
Full Text Available Despite evidence for the associations of positive affect to prosocial behaviors and internalizing problems, relatively little is known about the underlying etiology. The sample comprised over 300 twin pairs at age 3. Positive affect, prosocial behaviors, and internalizing problems were assessed using the Toddler Behavior Assessment Questionnaire (Goldsmith, 1996, the Revised Rutter Parent Scale for Preschool Children (Hogg, Rutter, & Richman, 1997, and the Child Behavior Checklist for ages 1.5-5 (Achenbach, 1991, respectively. Positive affect correlated positively with prosocial behaviors, and negatively with internalizing problems. Prosocial behaviors were negatively associated with internalizing problems. The relations of positive affect to prosocial behaviors and internalizing problems were due to environmental effects (shared and nonshared. In contrast, the link between prosocial behaviors and internalizing problems was entirely explained by genetic effects. The current study has moved beyond prior emphasis on negative affect and elucidated the less understood etiology underlying the associations between positive affect, prosocial behaviors, and internalizing problems. This study could guide the development of programs for promoting prosocial behaviors and alleviating internalizing problems in children.
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Does Sympathy Motivate Prosocial Behaviour in Great Apes?
Liebal, Katja; Vaish, Amrisha; Haun, Daniel; Tomasello, Michael
2014-01-01
Prosocial behaviours such as helping, comforting, or sharing are central to human social life. Because they emerge early in ontogeny, it has been proposed that humans are prosocial by nature and that from early on empathy and sympathy motivate such behaviours. The emerging question is whether humans share these abilities to feel with and for someone with our closest relatives, the great apes. Although several studies demonstrated that great apes help others, little is known about their underlying motivations. This study addresses this issue and investigates whether four species of great apes (Pongo pygmaeus, Gorilla gorilla, Pan troglodytes, Pan paniscus) help a conspecific more after observing the conspecific being harmed (a human experimenter steals the conspecific’s food) compared to a condition where no harming occurred. Results showed that in regard to the occurrence of prosocial behaviours, only orangutans, but not the African great apes, help others when help is needed, contrasting prior findings on chimpanzees. However, with the exception of one population of orangutans that helped significantly more after a conspecific was harmed than when no harm occurred, prosocial behaviour in great apes was not motivated by concern for others. PMID:24416212
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Different effects of religion and God on prosociality with the ingroup and outgroup.
Preston, Jesse Lee; Ritter, Ryan S
2013-11-01
Recent studies have found that activating religious cognition by priming techniques can enhance prosocial behavior, arguably because religious concepts carry prosocial associations. But many of these studies have primed multiple concepts simultaneously related to the sacred. We argue here that religion and God are distinct concepts that activate distinct associations. In particular, we examine the effect of God and religion on prosociality toward the ingroup and outgroup. In three studies, we found that religion primes enhanced prosociality toward ingroup members, consistent with ingroup affiliation, whereas, God primes enhanced prosociality toward outgroup member, consistent with concerns of moral impression management. Implications for theory and methodology in religious cognition are discussed.
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Job Burnout (Burnout) with Performance by Nurses in Nursing Care Provision
Triyoga, Akde; Maharani, Puspa Ayu
2012-01-01
Job burnout is a condition that physical, emotional and mental drop caused by a very demanding job situation in the long term. This study aims to determine the job burnout relationship with the performance of nurses in providing nursing care in Inpatient Installation Kediri Baptist Hospital. Design used in this study were Analytical Correlation. The populations were nurses who worked in Inpatient Installation Kediri Baptist Hospital. The number of samples were 53 respondents and was taken by ...
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Age differences in the prosocial influence effect.
Foulkes, Lucy; Leung, Jovita T; Fuhrmann, Delia; Knoll, Lisa J; Blakemore, Sarah-Jayne
2018-04-15
Social influence occurs when an individual's thoughts or behaviours are affected by other people. There are significant age effects on susceptibility to social influence, typically a decline from childhood to adulthood. Most research has focused on negative aspects of social influence, such as peer influence on risky behaviour, particularly in adolescence. The current study investigated the impact of social influence on the reporting of prosocial behaviour (any act intended to help another person). In this study, 755 participants aged 8-59 completed a computerized task in which they rated how likely they would be to engage in a prosocial behaviour. Afterwards, they were told the average rating (in fact fictitious) that other participants had given to the same question, and then were asked to rate the same behaviour again. We found that participants' age affected the extent to which they were influenced by other people: children (8-11 years), young adolescents (12-14 years) and mid-adolescents (15-18 years) all significantly changed their ratings, while young adults (19-25 years) and adults (26-59 years) did not. Across the three youngest age groups, children showed the most susceptibility to prosocial influence, changing their reporting of prosocial behaviour the most. The study provides evidence that younger people's increased susceptibility to social influence can have positive outcomes. © 2018 The Authors. Developmental Science Published by John Wiley & Sons Ltd.
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Wearable computing: Will it make people prosocial?
Nasiopoulos, Eleni; Risko, Evan F; Foulsham, Tom; Kingstone, Alan
2015-05-01
We recently reported that people who wear an eye tracker modify their natural looking behaviour in a prosocial manner. This change in looking behaviour represents a potential concern for researchers who wish to use eye trackers to understand the functioning of human attention. On the other hand, it may offer a real boon to manufacturers and consumers of wearable computing (e.g., Google Glass), for if wearable computing causes people to behave in a prosocial manner, then the public's fear that people with wearable computing will invade their privacy is unfounded. Critically, both of these divergent implications are grounded on the assumption that the prosocial behavioural effect of wearing an eye tracker is sustained for a prolonged period of time. Our study reveals that on the very first wearing of an eye tracker, and in less than 10 min, the prosocial effect of an eye tracker is abolished, but by drawing attention back to the eye tracker, the implied presence effect is easily reactivated. This suggests that eye trackers induce a transient social presence effect, which is rendered dormant when attention is shifted away from the source of implied presence. This is good news for researchers who use eye trackers to measure attention and behaviour; and could be bad news for advocates of wearable computing in everyday life. © 2014 The British Psychological Society.
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Brand’s CSR Influence on Consumers’ Prosocial Behavior in Unrelated Domains
Directory of Open Access Journals (Sweden)
Angela Negrão
2018-02-01
Full Text Available This study proposes that Corporate Social Responsibility (CSR activity may positively influence consumers’ prosocial behavior. However, this effect is moderated by the consumer-brand social distance. In two experiments, we show that consumers close to the brand become more prosocial in situations unrelated to the cause supported by the company when they are exposed to the brand’s prosocial communication, compared to those who are distant from the brand. This paper contributes to furthering CSR theory by showing the positive effects of brand CSR initiatives on secondary social outcomes, such as consumers’ volunteering and donating money to a social cause not closely related to the one promoted by the company. Besides, this paper also contributes theoretically by showing the moderation role played by consumer-brand social distance. Important implications for the role of CSR are useful for companies and society in general, since the paper demonstrates that brand’s prosocial behavior can influence consumers’ prosocial behavior beyond the brand context only.
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Integrating simultaneous prosocial and antisocial behavior into theories of collective action
Basurto, Xavier; Blanco, Esther; Nenadovic, Mateja; Vollan, Bj?rn
2016-01-01
Trust and cooperation constitute cornerstones of common-pool resource theory, showing that ?prosocial? strategies among resource users can overcome collective action problems and lead to sustainable resource governance. Yet, antisocial behavior and especially the coexistence of prosocial and antisocial behaviors have received less attention. We broaden the analysis to include the effects of both ?prosocial? and ?antisocial? interactions. We do so in the context of marine protected areas (MPAs...
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Reducing job insecurity and increasing performance ratings: does impression management matter?
Huang, Guo-hua; Zhao, Helen Hailin; Niu, Xiong-ying; Ashford, Susan J; Lee, Cynthia
2013-09-01
Prior research on job insecurity has demonstrated its detrimental effects on both employees and the organization, yet no research has detailed how people actively deal with it. Drawing from proactivity research, this article argues that job insecurity prompts a proactive use of impression management tactics in the workplace. The effectiveness of these tactics depends on the level of supervisory liking for the employee and the attributions supervisors make regarding the employee's motives for the impression management behaviors (i.e., for the good of the organization or for self-interest). A 3-wave survey study of 271 Chinese employees and their supervisors showed that employees experiencing job insecurity in Time 1 reported using a variety of tactics to impress their supervisors at Time 2 and that these tactics curbed the affect associated with job insecurity and enhanced supervisor rated performance, through supervisor's liking and attributed motives. The relationship between impression management and increased supervisor-rated performance was moderated by supervisor attributions; the relationship between impression management and reduced affective job insecurity depended on supervisor liking. PsycINFO Database Record (c) 2013 APA, all rights reserved
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Generation Z’s Sustainable Volunteering: Motivations, Attitudes and Job Performance
Directory of Open Access Journals (Sweden)
Meehee Cho
2018-05-01
Full Text Available Generation Z (Gen Z, the future of America’s workforce, is forecasted to represent more than 30 million persons by 2020. Volunteer rates have been declining since 2002. Most compelling is that overall lowest volunteer rates were found to be within the Gen Z segment, with expectations of continued decline. Thus, this study explored motivations associated with sustainable volunteering by Gen Z based upon past research that documented intent to volunteer is strongly associated with age. In doing so, the Volunteer Functions Inventory was adopted to identify Gen Z motivations for volunteering. This study then employed the theory of planned behavior to test the relationships between Gen Z volunteering motivations, their attitudes and job performance using data obtained from 306 Gen Z volunteer special event participants. Among five motives identified to be important to Gen Z, only four motives (“value”, “career”, “learning” and “self-esteem” were found to significantly influence their attitudes. The ‘social’ motive was found to have no significant effect on their attitudes towards volunteering. This research framework was supported by validating the significant relationships between volunteer motivations, attitudes and job performance specific to the Gen Z volunteer segment. “Job training appropriateness” was found to be an important moderator for improving the relationships between Gen Z volunteer attitudes and job performance.
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Performance comparison of some evolutionary algorithms on job shop scheduling problems
Mishra, S. K.; Rao, C. S. P.
2016-09-01
Job Shop Scheduling as a state space search problem belonging to NP-hard category due to its complexity and combinational explosion of states. Several naturally inspire evolutionary methods have been developed to solve Job Shop Scheduling Problems. In this paper the evolutionary methods namely Particles Swarm Optimization, Artificial Intelligence, Invasive Weed Optimization, Bacterial Foraging Optimization, Music Based Harmony Search Algorithms are applied and find tuned to model and solve Job Shop Scheduling Problems. To compare about 250 Bench Mark instances have been used to evaluate the performance of these algorithms. The capabilities of each these algorithms in solving Job Shop Scheduling Problems are outlined.
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Effects of Religious Priming Concepts on Prosocial Behavior Towards Ingroup and Outgroup.
Batara, Jame Bryan L; Franco, Pamela S; Quiachon, Mequia Angelo M; Sembrero, Dianelle Rose M
2016-11-01
Several studies show that there is a connection between religion and prosociality (e.g., Saroglou, 2013). To investigate whether there is a causal relationship between these two variables, a growing number of scholars employed priming religious concepts and measure its influence on prosocial behavior (e.g., Pichon, Boccato, & Saroglou, 2007). In the recent development of religious priming, Ritter and Preston (2013) argued that different primes (agent prime, spiritual/abstract prime, and institutional prime) may also have varying influence on prosocial behavior specifically helping an ingroup or an outgroup target. With this in mind, a 2 (social categorization of the target of help) by 3 (agent prime, institutional prime, spiritual prime) experiment was conducted to directly investigate this hypothesis. Results suggest that priming religious concepts especially the spiritual prime can increase prosocial behaviors. However, no significant effect was found on the social categorization which implies that Filipino participants elicit prosocial behavior regardless of the social categorization (be it ingroup or outgroup) of the target of help. The present study's findings contribute to further the literature on religious priming and its influence on prosocial behavior.
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Malti, Tina; Gummerum, Michaela; Buchmann, Marlis
2007-09-01
The authors investigated the contemporaneous and longitudinal relations of children's (M age = 6.4 years) prosocial behavior to sympathy and moral motivation. Mothers and kindergarten teachers rated children's prosocial behavior. The authors measured sympathy via self- and adult reports. Moral motivation was assessed by children's attribution of emotions to hypothetical victimizers and self-as-victimizers and by moral reasoning after rule violations. Mother-rated prosocial behavior was contemporaneously and longitudinally related to sympathy. Moral motivation moderated the relation of sympathy to mother-rated prosocial behavior. Furthermore, boys' level of mother-rated prosocial behavior increased with level of moral motivation, whereas girls were high in mother-rated prosocial behavior, regardless of their level of moral motivation. Sympathy contemporaneously predicted kindergarten teacher-rated prosocial behavior.
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Predictors of Prosocial Behavior: Differences in Middle Aged and Older Adults.
Wenner, Jennifer R; Randall, Brandy A
2016-10-01
Generativity, contributing to the next generation, is important for well-being throughout middle and late life. Therefore, it is crucial to understand what contributes to generativity during these life stages. Parenting and work are common, but not the only, ways people engage generatively; prosocial behavior is another. A community connection may encourage generative contributions in adults. However, older adults may face obstacles to being generative, and may need an additional drive to engage in these behaviors. Given this, it was expected that community cohesion would predict prosocial behavior despite age, and that grit would provide motivation for older adults, so the current study examined whether age moderated the relation between grit and prosocial behavior. Data were used from 188 upper-Midwest adults (aged 37-89). Multiple regression analyses showed that age moderated the relation between grit and prosocial behavior such that grit predicted prosocial behavior in older adults but not middle age adults. A sense of community cohesion was predictive of prosocial behavior despite age. While grit may promote generative acts in different ways depending on age, a sense of community cohesion may foster community contributions despite age. The discussion focuses on future directions and ways to promote generativity using this research.
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Job performance evaluations as gender barriers in male dominated organizations and occupations
Serghini Idrissi, Aïcha
2016-01-01
In an effort to make documented and fair decisions on work‐related opportunities and career progressions, job performance has emerged as a pivotal Human Resource tool due to its link to quasi‐every career‐related decision in the organization. Indeed, differences in performance evaluations can influence a number of career advancement variables. Performance measurement differences can impart both pay and promotions (Roth, Purvis & Bobko, 2012), lead to lower levels of job satisfaction (Colquitt...
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Highlighting relatedness promotes prosocial motives and behavior.
Pavey, Louisa; Greitemeyer, Tobias; Sparks, Paul
2011-07-01
According to self-determination theory, people have three basic psychological needs: relatedness, competence, and autonomy. Of these, the authors reasoned that relatedness need satisfaction is particularly important for promoting prosocial behavior because of the increased sense of connectedness to others that this engenders. In Experiment 1, the authors manipulated relatedness, autonomy, competence, or gave participants a neutral task, and found that highlighting relatedness led to higher interest in volunteering and intentions to volunteer relative to the other conditions. Experiment 2 found that writing about relatedness experiences promoted feelings of connectedness to others, which in turn predicted greater prosocial intentions. Experiment 3 found that relatedness manipulation participants donated significantly more money to charity than did participants given a neutral task. The results suggest that highlighting relatedness increases engagement in prosocial activities and are discussed in relation to the conflict and compatibility between individual and social outcomes. © 2011 by the Society for Personality and Social Psychology, Inc
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Keltner, Dacher; Kogan, Aleksandr; Piff, Paul K; Saturn, Sarina R
2014-01-01
The study of prosocial behavior--altruism, cooperation, trust, and the related moral emotions--has matured enough to produce general scholarly consensus that prosociality is widespread, intuitive, and rooted deeply within our biological makeup. Several evolutionary frameworks model the conditions under which prosocial behavior is evolutionarily viable, yet no unifying treatment exists of the psychological decision-making processes that result in prosociality. Here, we provide such a perspective in the form of the sociocultural appraisals, values, and emotions (SAVE) framework of prosociality. We review evidence for the components of our framework at four levels of analysis: intrapsychic, dyadic, group, and cultural. Within these levels, we consider how phenomena such as altruistic punishment, prosocial contagion, self-other similarity, and numerous others give rise to prosocial behavior. We then extend our reasoning to chart the biological underpinnings of prosociality and apply our framework to understand the role of social class in prosociality.
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Giuseppe. Soda; Lorenzo. Bizzi
2011-01-01
We investigate how self-monitoring combines with the degree of perceived job autonomy to affect contextual performance. We explore both a mediation model, built on theories on individual differences in the perception of job characteristics, and a moderation model, built on theories of the interaction between personality and perceived job situation. Empirical evidence suggests that self-monitoring and perceived job autonomy significantly predict contextual performance. In addition, an inter...
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Czech Academy of Sciences Publication Activity Database
Espinosa, M. P.; Kovářík, Jaromír
2015-01-01
Roč. 9, April/Article Number 88 (2015), s. 1-9 ISSN 1662-5153 R&D Projects: GA ČR(CZ) GA14-22044S Institutional support: RVO:67985998 Keywords : gender * prosocial behavior * treatment effects Subject RIV: AH - Economics Impact factor: 3.392, year: 2015
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van Doorn, Janne; Zeelenberg, Marcel; Breugelmans, Seger M.
2014-01-01
Anger is often primarily portrayed as a negative emotion that motivates antagonistic, aggressive, punitive, or hostile behavior. We propose that this portrayal is too one-sided. A review of the literature on behavioral consequences of anger reveals evidence for the positive and even prosocial
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Eisenberg, N; Fabes, R A; Karbon, M; Murphy, B C; Wosinski, M; Polazzi, L; Carlo, G; Juhnke, C
1996-06-01
The purpose of this study was to examine the relations of a measure of children's dispositional prosocial behavior (i.e., peer nominations) to individual differences in children's negative emotionality, regulation, and social functioning. Children with prosocial reputations tended to be high in constructive social skills (i.e., socially appropriate behavior and constructive coping) and attentional regulation, and low in negative emotionality. The relations of children's negative emotionality to prosocial reputation were moderated by level of dispositional attentional regulation. In addition, the relations of prosocial reputation to constructive social skills and parent-reported negative emotionality (for girls) increased with age. Vagal tone, a marker of physiological regulation, was negatively related to girls' prosocial reputation.
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Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.
Wong, Carol A; Laschinger, Heather K S
2013-04-01
To report a study conducted to test a model linking authentic leadership of managers with nurses' perceptions of structural empowerment, performance, and job satisfaction. Authentic leadership has been proposed as the root element of effective leadership needed to build healthier work environments because there is special attention to the development of empowering leader-follower relationships. Although the influence of leadership style and empowerment on job satisfaction is well documented, there are few studies examining the influence of authentic leadership on nurses' empowerment and work outcomes. A non-experimental, predictive survey. In 2008, a random sample of 600 Registered Nurses working in acute care hospitals across Ontario in Canada was surveyed. The final sample consisted of 280 (48% response rate) nurses. Variables were measured using the Authentic Leadership Questionnaire, Conditions of Work Effectiveness Questionnaire, Global Job Satisfaction Survey, and General Performance scale. The theoretical model was tested using structural equation modelling. The final model fit the data acceptably. Authentic leadership significantly and positively influenced staff nurses' structural empowerment, which in turn increased job satisfaction and self-rated performance. The results suggest that the more managers are seen as authentic, by emphasizing transparency, balanced processing, self-awareness and high ethical standards, the more nurses perceive they have access to workplace empowerment structures, are satisfied with their work, and report higher performance. © 2012 Blackwell Publishing Ltd.
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Scrimgeour, Meghan B.; Blandon, Alysia Y.; Stifter, Cynthia A.; Buss, Kristin A.
2013-01-01
The current study examined how aspects of the parenting and coparenting relationships relate to children’s prosocial behavior in early childhood. Fifty-eight two-parent families from a larger ongoing longitudinal study participated in this study. Mothers completed questionnaires that measured their use of inductive reasoning, as well as their children’s prosocial behavior. Furthermore, parents and their children participated in three triadic interaction tasks that were coded to assess cooperative coparenting behavior. Results revealed that cooperative coparenting was positively associated with children’s prosocial behavior. A significant interaction also emerged between maternal inductive reasoning and cooperative coparenting behavior. These findings underscore the important role of a cooperative coparenting subsystem in influencing children’s emerging prosocial behavior, as well as highlight the association between positive parenting practices and children’s prosocial development within the context of cooperative coparenting behaviors. This study demonstrates the utility of understanding family-level processes that contribute to children’s prosocial development during early childhood. PMID:23750531
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Yang, Zhixu; Fu, Xinyuan; Yu, Xiaoxia; Lv, Yichen
2018-01-01
The present study examines the short-term changes and longitudinal relations between adolescents' materialism and prosocial behavior toward family, friends, and strangers over a year. A total of 434 Chinese adolescents (mean age at Time 1 = 11.27; 54% girls) participated in the two time points. From 6 th grade to 7 th grade, boys' and girls' materialism increased, whereas their prosocial behavior toward family, friends, and strangers declined, despite the stable trend in boys' prosocial behavior toward strangers. Furthermore, a cross-lagged model was conducted and the results showed that, adolescent materialism was associated longitudinally with decreased prosocial behavior toward friends and strangers, but not toward family. However, earlier prosocial behavior toward family, friends, and strangers were not associated with subsequent adolescent materialism. The findings point toward an understanding of materialism as a precursor rather than an outcome or byproduct to prosocial behavior. Copyright © 2017 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.
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Directory of Open Access Journals (Sweden)
Talat Islam
2012-11-01
Full Text Available Orientation: Job involvement is essential for the performance of employees. Prior researchers have found a weak relationship between job involvement and job performance, but dimensions of commitment have been considered as a mediator to enhance the relationship.Research purpose: This research is aimed at discovering the role of organisational commitment as a mediating variable between the relationship of job involvement and performance.Motivation for the study: The aim of organisations today is to outperform each other in every respect. In order to realise this, the role of employees is crucial. To elicit the best from employees requires much attention from organisations. This research is focused on this specific issue, namely, increasing employees’ performance.Research design, approach and method: The researchers have used structured questionnaires using the quantitative approach. A similar research methodology using the survey method was applied by the researchers to make the results comparable. The simple random sampling technique was used. Data was evaluated on the basis of 208 completed questionnaires.Main findings: Findings of the study indicate that there is a relationship between job involvement and in-role performance. Affective and normative commitment can act as mediator. However, continuance commitment is not a mediator in this relationship.Practical/managerial implications: It is important for organisations that want to gain a competitive edge over its rivals to enhance the level of involvement of its employees.Contribution/value-add: The results of this study will provide a new dimension for managers on how to gain a competitive advantage over rival firms with regard to performance by increasing the level of job involvement.
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Effects of Religious Priming Concepts on Prosocial Behavior Towards Ingroup and Outgroup
Directory of Open Access Journals (Sweden)
Jame Bryan L. Batara
2016-11-01
Full Text Available Several studies show that there is a connection between religion and prosociality (e.g., Saroglou, 2013. To investigate whether there is a causal relationship between these two variables, a growing number of scholars employed priming religious concepts and measure its influence on prosocial behavior (e.g., Pichon, Boccato, & Saroglou, 2007. In the recent development of religious priming, Ritter and Preston (2013 argued that different primes (agent prime, spiritual/abstract prime, and institutional prime may also have varying influence on prosocial behavior specifically helping an ingroup or an outgroup target. With this in mind, a 2 (social categorization of the target of help by 3 (agent prime, institutional prime, spiritual prime experiment was conducted to directly investigate this hypothesis. Results suggest that priming religious concepts especially the spiritual prime can increase prosocial behaviors. However, no significant effect was found on the social categorization which implies that Filipino participants elicit prosocial behavior regardless of the social categorization (be it ingroup or outgroup of the target of help. The present study’s findings contribute to further the literature on religious priming and its influence on prosocial behavior.
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Organizational Justice as an Antecedent of Job Performance
Directory of Open Access Journals (Sweden)
Aizzat Mohd. Nasurdin
2013-06-01
Full Text Available The present research examines the influence of organizational justice (distributive justice and procedural justice on predicting job performance (task performance and contextual performance. Survey data were drawn from a sample of 136 customer-contact employees within the telecommunications industry in Malaysia. Results of the regression analysis illustrate that distributive justice alone has a significant and positive relationship with task performance. On the other hand, only procedural justice is found to be significantly and positively related to contextual performance. Implications of the findings and directions for future research are highlighted.
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Identity, prosocial behavior, and generative concern in German and Cameroonian Nso adolescents.
Busch, Holger; Hofer, Jan
2011-08-01
Little is known about whether ego identity statuses have the same developmental concomitants in different cultural contexts. Thus, 159 German and 158 Cameroonian Nso adolescents aged 15-18 were recruited to test if associations between identity and generativity (i.e. the desire to create a positive legacy) and prosocial behavior (i.e. helpful and supportive behavior), respectively, are comparable. In both cultural samples, only identity achievement was positively linked with generative concern and prosocial tendencies. Integrating these and previous findings on the association between prosocial behavior and generativity, a partial mediation of the relation between identity achievement and generative concern through prosocial tendencies was hypothesized and confirmed for both cultural groups. Thus, there is an equivalent association between identity achievement, prosocial behavior, and generative concern in adolescents with widely different cultural background. Copyright © 2010 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.
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An Empirical Study of the Relationship between Performance Appraisal Politics and Job Satisfaction
Directory of Open Access Journals (Sweden)
Azman Ismail
2011-02-01
Full Text Available Performance appraisal politics are viewed as a vital human resource management issuewhere it consists of two salient features: motivational motive and punishment motive. The ability ofappraisers (e.g., immediate bosses/managers to properly implement such appraisal politics inallocating performance ratings may have significant impact on job satisfaction. Although the nature ofthis relationship is important, little is known about the role of performance appraisal politics as apredicting variable in the performance appraisal models. Therefore, this study was conducted toexamine the effect of performance appraisal politics on job satisfaction using 150 usablequestionnaires gathered from employees who have worked in a national postal company in Sarawak,Malaysia. In initial data analysis, the results of exploratory factor analysis confirmed that themeasurement scales used in this study satisfactorily met the standards of validity and reliabilityanalyses. Further, in hypothesis testing, the outcomes of stepwise regression analysis showed thatperformance appraisal politics (i.e., motivational motive and punishment motive significantlycorrelated with job satisfaction. Statistically, this result confirms that performance appraisal politicsact as important predictors of job satisfaction in the studied organization. In addition, discussion,implications and conclusion are elaborated.
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Gender-specific effects of depression and suicidal ideation in prosocial behaviors.
Directory of Open Access Journals (Sweden)
Ricardo Cáceda
Full Text Available Prosocial behaviors are essential to the ability to relate to others. Women typically display greater prosocial behavior than men. The impact of depression on prosocial behaviors and how gender interacts with those effects are not fully understood. We explored the role of gender in the potential effects of depression on prosocial behavior.We examined prosocial behaviors using a modified version of the Trust Game in a clinical population and community controls. Study participants were characterized on the severity of depression and anxiety, presence of suicidal ideation, history of childhood trauma, recent stressful life events, and impulsivity. We correlated behavioral outcomes with gender and clinical variables using analysis of variance and multiple regression analysis.The 89 participants comprised four study groups: depressed women, depressed men, healthy women and healthy men (n = 16-36. Depressed men exhibited reciprocity more frequently than healthy men. Depression induced an inversion of the gender-specific pattern of self-centered behavior. Suicidal ideation was associated with increased reciprocity behavior in both genders, and enhancement of the effect of depression on gender-specific self-centered behavior.Depression, particularly suicidal ideation, is associated with reversal of gender-specific patterns of prosocial behavior, suggesting abnormalities in sexual hormones regulation. This explanation is supported by known abnormalities in the hypothalamus-pituitary-adrenal and hypothalamus-pituitary-gonadal axes found in depression.
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Personality and Job Performance: Evidence of Incremental Validity.
Day, David V.; Silverman, Stanley B.
1989-01-01
Investigated relationship between personality variables and job performance in 43 accountants. Results indicated that, even with effects of cognitive ability taken into account, 3 personality scales (orientation toward work, degree of ascendancy, and degree and quality of interpersonal orientation) were significantly related to important aspects…
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The virtues of gossip: reputational information sharing as prosocial behavior.
Feinberg, Matthew; Willer, Robb; Stellar, Jennifer; Keltner, Dacher
2012-05-01
Reputation systems promote cooperation and deter antisocial behavior in groups. Little is known, however, about how and why people share reputational information. Here, we seek to establish the existence and dynamics of prosocial gossip, the sharing of negative evaluative information about a target in a way that protects others from antisocial or exploitative behavior. We present a model of prosocial gossip and the results of 4 studies testing the model's claims. Results of Studies 1 through 3 demonstrate that (a) individuals who observe an antisocial act experience negative affect and are compelled to share information about the antisocial actor with a potentially vulnerable person, (b) sharing such information reduces negative affect created by observing the antisocial behavior, and (c) individuals possessing more prosocial orientations are the most motivated to engage in such gossip, even at a personal cost, and exhibit the greatest reduction in negative affect as a result. Study 4 demonstrates that prosocial gossip can effectively deter selfishness and promote cooperation. Taken together these results highlight the roles of prosocial motivations and negative affective reactions to injustice in maintaining reputational information sharing in groups. We conclude by discussing implications for reputational theories of the maintenance of cooperation in human groups.
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Lim, Sandy; Tai, Kenneth
2014-03-01
This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.
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Motivational conflict and prosocial behaviour of kindergarten children
Trommsdorff, Gisela; Friedlmeier, Wolfgang
1999-01-01
The present study aims to clarify the role of different emotions for children s prosocial behaviour on the basis of a motivation-theoretical approach. Specifically, the functions of empathy and distress with respect to prosocial behaviour were investigated in two different experimental situations. Fiveyear- old girls (N = 50) participated in two observation studies. In study 1 the girls were randomly assigned: (a) to a nondistraction condition by experiencing another person s misfortune (N = ...
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Preparatory power posing affects nonverbal presence and job interview performance.
Cuddy, Amy J C; Wilmuth, Caroline A; Yap, Andy J; Carney, Dana R
2015-07-01
The authors tested whether engaging in expansive (vs. contractive) "power poses" before a stressful job interview--preparatory power posing--would enhance performance during the interview. Participants adopted high-power (i.e., expansive, open) poses or low-power (i.e., contractive, closed) poses, and then prepared and delivered a speech to 2 evaluators as part of a mock job interview. All interview speeches were videotaped and coded for overall performance and hireability and for 2 potential mediators: verbal content (e.g., structure, content) and nonverbal presence (e.g., captivating, enthusiastic). As predicted, those who prepared for the job interview with high- (vs. low-) power poses performed better and were more likely to be chosen for hire; this relation was mediated by nonverbal presence, but not by verbal content. Although previous research has focused on how a nonverbal behavior that is enacted during interactions and observed by perceivers affects how those perceivers evaluate and respond to the actor, this experiment focused on how a nonverbal behavior that is enacted before the interaction and unobserved by perceivers affects the actor's performance, which, in turn, affects how perceivers evaluate and respond to the actor. This experiment reveals a theoretically novel and practically informative result that demonstrates the causal relation between preparatory nonverbal behavior and subsequent performance and outcomes. (c) 2015 APA, all rights reserved).
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Zhang, Xiaomeng; Bartol, Kathryn M.
2010-01-01
Integrating theories addressing attention and activation with creativity literature, we found an inverted U-shaped relationship between creative process engagement and overall job performance among professionals in complex jobs in an information technology firm. Work experience moderated the curvilinear relationship, with low-experience employees…
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DAT1 polymorphism determines L-DOPA effects on learning about others' prosociality.
Directory of Open Access Journals (Sweden)
Christoph Eisenegger
Full Text Available Despite that a wealth of evidence links striatal dopamine to individualś reward learning performance in non-social environments, the neurochemical underpinnings of such learning during social interaction are unknown. Here, we show that the administration of 300 mg of the dopamine precursor L-DOPA to 200 healthy male subjects influences learning about a partners' prosocial preferences in a novel social interaction task, which is akin to a repeated trust game. We found learning to be modulated by a well-established genetic marker of striatal dopamine levels, the 40-bp variable number tandem repeats polymorphism of the dopamine transporter (DAT1 polymorphism. In particular, we found that L-DOPA improves learning in 10/10R genoype subjects, who are assumed to have lower endogenous striatal dopamine levels and impairs learning in 9/10R genotype subjects, who are assumed to have higher endogenous dopamine levels. These findings provide first evidence for a critical role of dopamine in learning whether an interaction partner has a prosocial or a selfish personality. The applied pharmacogenetic approach may open doors to new ways of studying psychiatric disorders such as psychosis, which is characterized by distorted perceptions of others' prosocial attitudes.
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Prosocial Behavior Mitigates the Negative Effects of Stress in Everyday Life.
Raposa, Elizabeth B; Laws, Holly B; Ansell, Emily B
2016-07-01
Recent theories of stress reactivity posit that, when stressed, individuals tend to seek out opportunities to affiliate with and nurture others in order to prevent or mitigate the negative effects of stress. However, few studies have tested empirically the role of prosocial behavior in reducing negative emotional responses to stress. The current analyses used daily diary data to investigate whether engaging in prosocial behavior buffered the negative effects of naturally-occurring stressors on emotional well-being. Results showed that on a given day, prosocial behavior moderated the effects of stress on positive affect, negative affect, and overall mental health. Findings suggest that affiliative behavior may be an important component of coping with stress, and indicate that engaging in prosocial behavior might be an effective strategy for reducing the impact of stress on emotional functioning.
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Is Religion Not Prosocial at All? Comment on Galen (2012)
Saroglou, Vassilis
2012-01-01
Galen (2012), critically reviewing recent research on religion and prosociality, concludes that the religious prosociality hypothesis is a (congruence) fallacy. The observed effects are not real: They only reflect stereotypes and ingroup favoritism, are due to secular psychological effects, are inconsistent, and confound (e.g., by ignoring…
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Friend versus foe: Neural correlates of prosocial decisions for liked and disliked peers.
Schreuders, Elisabeth; Klapwijk, Eduard T; Will, Geert-Jan; Güroğlu, Berna
2018-02-01
Although the majority of our social interactions are with people we know, few studies have investigated the neural correlates of sharing valuable resources with familiar others. Using an ecologically valid research paradigm, this functional magnetic resonance imaging study examined the neural correlates of prosocial and selfish behavior in interactions with real-life friends and disliked peers in young adults. Participants (N = 27) distributed coins between themselves and another person, where they could make selfish choices that maximized their own gains or prosocial choices that maximized outcomes of the other. Participants were more prosocial toward friends and more selfish toward disliked peers. Individual prosociality levels toward friends were associated negatively with supplementary motor area and anterior insula activity. Further preliminary analyses showed that prosocial decisions involving friends were associated with heightened activity in the bilateral posterior temporoparietal junction, and selfish decisions involving disliked peers were associated with heightened superior temporal sulcus activity, which are brain regions consistently shown to be involved in mentalizing and perspective taking in prior studies. Further, activation of the putamen was observed during prosocial choices involving friends and selfish choices involving disliked peers. These findings provide insights into the modulation of neural processes that underlie prosocial behavior as a function of a positive or negative relationship with the interaction partner.
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Prosocial behavior as a protective factor for children's peer victimization.
Griese, Emily R; Buhs, Eric S
2014-07-01
A majority of peer victimization research focuses on its associations with negative outcomes, yet efforts to understand possible protective factors that may mitigate these negative outcomes also require attention. The present study was an investigation of the potential moderating effect of prosocial behaviors on loneliness for youth who are peer victimized. Participants were fourth and fifth grade students (511 total; 49 % boys) who were primarily European American (43.4 %) and Hispanic (48.2 %). Structural Equation Modeling was used to test the interaction of prosocial behavior and peer victimization (relational and overt forms) on loneliness 1 year later. The results indicated that prosocial behavior significantly moderated the relationship between peer victimization (for the relational form only) and loneliness while controlling for levels of perceived peer support. A multi-group comparison by gender further indicated the moderation was significant for boys only. Potential implications for intervention/prevention efforts focused on developing children's prosocial skills as a possible protective factor for relationally victimized youth are discussed.
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Cardador, M Teresa; Wrzesniewski, Amy
2015-01-01
Research has returned mixed results concerning the relationship between prosocial motivation and citizenship behavior. Building from research suggesting that mixed motives might explain these equivocal findings, we conducted two field studies examining the interaction between prosocial and competitive motives and two types of citizenship behavior. Prosocial motivation, but not competitive motivation, was positively related to citizenship behavior directed at others, though this relationship was weakened when prosocial motives were accompanied by competitive motives. Prosocial motives compensated for weak competitive motives to predict citizenship behavior directed toward the organization. Our studies expand research on prosocial and competitive motivation, mixed-motives, and citizenship behavior. Further, they carry personnel implications given that many organizations seek to hire employees high on both competitive and prosocial motivation.
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A longitudinal study of the effects of television viewing on aggressive and prosocial behaviours
Wiegman, O.; Kuttschreuter, M.; Baarda, B.
1992-01-01
A longitudinal study investigated the extent to which children's exposure to aggressive and prosocial television models in drama programmes influences their aggressive and prosocial behaviour. In The Netherlands we did not find significant positive correlations between prosocial behaviour and the
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Olsen, Espen; Bjaalid, Gunhild; Mikkelsen, Aslaug
2017-11-01
To increase understanding of workplace bullying and its relation to work climate and different outcomes among nurses. Examine a proposed bullying model including both job resource and job demands, as well as nurse outcomes reflected in job performance, job satisfaction, and work ability. Workplace bullying has been identified as some of the most damaging mechanisms in workplace settings. It is important to increase understanding of workplace bullying in relation to work climate and different outcomes among nurses. This study adopted a cross-sectional web based survey design. A sample of 2946 Registered Nurses from four public Norwegian hospitals were collected during October 2014. We analysed data using descriptive statistics, correlations, Cronbach's alpa, confirmatory factor analyses, and structural equation modelling. The majority of work climate characteristics confirmed to influence workplace bullying, and additionally had direct influence on nurse outcomes; job performance, job satisfaction, and work ability. Bullying had a mediational role between most of the work climate dimensions and nurse outcomes. This study increases our understanding of organizational antecedent of bullying among nurses. Workplace bullying among nurses functions as a mediator between the majority of work climate dimensions and outcomes related to job satisfaction and work ability. Strategies to reduce bullying should look at the study finding and specifically job resources and job demands that influence bullying and nurse outcomes. © 2017 John Wiley & Sons Ltd.
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Job Satification And Performance Of Academic Librarians In ...
African Journals Online (AJOL)
A survey of the examination of the factors that affect job satisfaction and performance of academic librarians was conducted on selected eight universities comprising both state and federal universities, in southwest Nigeria. Simple random sampling technique was use to select 130 respondents across the institution of study.
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Davis, Alexandra N; Carlo, Gustavo; Knight, George P
2015-01-01
The present study aimed to extend research on parenting and positive development of Latino youth. Participants were 207 Mexican American adolescents (M age = 10.9 years, SD = 0.83 years; 50% girls) who completed measures of their parents' supportive and firm parenting, their own endorsement of respect and traditional gender role values, and their tendency to engage in six forms of prosocial behaviors. Maternal nativity was also considered as an initial predictor of parenting, adolescents' cultural values, and adolescents' prosocial behaviors. Overall, the results demonstrated that maternal nativity was associated with traditional gender roles and specific forms of prosocial behaviors. Parenting dimensions were differentially associated with respect and traditional gender role values and prosocial behaviors. Cultural values, in turn, were associated with multiple forms of prosocial behaviors. Gender differences in the processes were also explored.
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Laschober, Tanja C; de Tormes Eby, Lillian Turner
2013-07-01
The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors' job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be "caused" by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program.
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The impact of choice on young children's prosocial motivation.
Rapp, Diotima J; Engelmann, Jan M; Herrmann, Esther; Tomasello, Michael
2017-06-01
The current study explored how freedom of choice affects preschoolers' prosocial motivation. Children (3- and 5-year-olds) participated in either a choice condition (where they could decide for themselves whether to help or not) or a no-choice condition (where they were instructed to help). Prosocial motivation was subsequently assessed by measuring the amount children helped an absent peer in the face of an attractive alternative game. The 5-year-olds provided with choice helped more than the children not provided with choice, and this effect was stronger for girls than for boys. There was no difference between conditions for the 3-year-olds. These results highlight the importance of choice in young children's prosocial development. Copyright © 2017 Elsevier Inc. All rights reserved.
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Prosocial And Antisocial Boys Together
Feldman, Ronald A.; And Others
1973-01-01
It may not help antisocial boys to segregate them, but wouldn't it harm prosocial boys to be integrated with antisocial boys? This study examines both propositions in the light of investigation at a summer camp. (Author)
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When Ignorance is Bliss* : Information Asymmetries Enhance Prosocial Behavior in Dicator Games
Winschel, Evguenia; Zahn, Philipp
2014-01-01
In most laboratory experiments concerning prosocial behavior subjects are fully informed how their decision influences the payoff of other players. Outside the laboratory, however, individuals typically have to decide without such detailed knowledge. To asses the effect of information asymmetries on prosocial behavior, we conduct a laboratory experiment with a simple non-strategic interaction. A dictator has only limited knowledge about the benefits his prosocial action generates for a recipi...
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When Ignorance is Bliss - Information Asymmetries Enhance Prosocial Behavior in Dictator Games
Evguenia Winschel; Philipp Zahn
2014-01-01
In most laboratory experiments concerning prosocial behavior subjects are fully informed how their decision influences the payoff of other players. Outside the laboratory, however, individuals typically have to decide without such detailed knowledge. To assess the effect of information asymmetries on prosocial behavior, we conduct a laboratory experiment with a simple non-strategic interaction. A dictator has only limited knowledge about the benefits his prosocial action generates for a recip...
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THE ATTITUDE OF TEACHERS TOWARDS PROSOCIAL BEHAVIOUR AND ACADEMIC ACHIEVEMENT IN SERBIA
Bisera S. Jevtić
2017-01-01
Analyzing the significance and the role of school and teachers in the encouragement of prosocial behaviour of the learners in secondary schools, the following problem appeared: the connection between the teachers’ encouragement of prosocial behaviour and the academic achievement in the secondary schools in Serbia through the following segments: procedures and activities used by teachers, and the interrelatedness of prosocial behaviour and academic achievement. A review of theoretical findings...
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Correlating Emotional Intelligence and Job Performance Among Jordanian Hospitals' Registered Nurses.
Al-Hamdan, Zaid; Oweidat, Islam Ali; Al-Faouri, Ibrahim; Codier, Estelle
2017-01-01
Emotional intelligence (EI) is an ability to recognize our and others' emotions, and manage emotions in ourselves and in relationships with other people. A large body of research evidence outside nursing shows that measured (EI) abilities correlated with employee performance, motivation, and job satisfaction; and preliminary nursing research evidence shows the correlation between EI ability and nurses' clinical performance. There is less research on the EI ability of Jordanian nurses, and the present study was undertaken to address this gap. A descriptive, cross-sectional, correlation comparative design (nonexperimental) was employed. Six Jordanian hospitals were included in the study. Two hundred fifty questionnaires were distributed to prospective participants. One hundred ninety-four questionnaires were returned, giving a response rate of 78%. EI was measured using the Genos Instrument. Clinical performance was measured using a self-report measure. Findings demonstrated significant positive relationships between all subscales of EI and job performance, ranging from r = .250, p = .000 to r = .193, p = .007. Regression analysis indicated working in medical-surgical wards, recognizing and expressing emotions scores (β = 0.186, p = .048), and controlling emotions (β = 0.255, p = .027) explained 19.1% of variance in nurses' job performance. The study findings confirm the correlation between nurse EI ability and clinical performance. © 2016 Wiley Periodicals, Inc.
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Eisenberg, N; Zhou, Q; Koller, S
2001-01-01
The goal of this study was to examine demographic and individual difference variables that predict level of prosocial moral judgment and self-reported prosocial behavior and to test mediating or moderating relations among predictors. The relations of prosocial moral reasoning and self-reported prosocial behavior to perspective taking, sympathy, age, sociometric status, and gender-role orientation were examined with a sample of 149 Brazilian adolescents who completed a series of questionnaire measures. Prosocial moral judgment was expected to be predicted by both sympathy and perspective taking, whereas sympathy or prosocial moral judgment was expected to mediate the relations of femininity and perspective taking to prosocial behavior. Self-reported perspective taking and sympathy interacted when predicting prosocial moral judgment; adolescents who were high in either sympathy or perspective taking (or both) scored high in prosocial moral reasoning. A feminine orientation predicted sympathy and perspective taking, perspective taking predicted prosocial moral reasoning and sympathy, and sympathy had both direct and indirect paths (through moral judgment) to prosocial behavior. The findings generally were consistent with the contention that both the tendency to take others' perspectives and to sympathize are related to level of prosocial moral reasoning, which in turn motivates prosocial behavior. Moreover, patterns of correlations among variables were similar to those found in the United States.
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Patterns of work-related intimate partner violence and job performance among abusive men.
Mankowski, Eric S; Galvez, Gino; Perrin, Nancy A; Hanson, Ginger C; Glass, Nancy
2013-10-01
This study assesses different types of work-related intimate partner violence (IPV) perpetration and their relationship to perpetrators' work performance and employment. We determine if groups of abusive men with similar patterns of work-related IPV exist and then examine whether the patterns are related to their characteristics, job performance, and employment outcomes. Participants were 198 adult men (60% Latino, 40% non-Latino) from batterer intervention programs (BIPs) who self-reported their lifetime work-related IPV and job outcomes. Five distinct clusters were identified and named based on the pattern (predominance or absence) of different work-related abusive behaviors reported: (a) low-level tactics, (b) job interference, (c) job interference with threatened or actual violence, (d) extreme abuse without jealousy and (e) extreme abuse. Analyses revealed significant differences between the clusters on ethnicity, parental status, partner's employment status, income, education, and (among Latinos only) acculturation. The probability of men's work-related IPV substantially impacting their own job performance was nearly 4 times greater among those in the extreme abuse cluster than those in the low-level tactics cluster. These data inform the development of employee training programs and workplace policies for reducing IPV that affects the workplace.
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Flournoy, John C.; Pfeifer, Jennifer H.; Moore, William E.; Tackman, Allison; Masten, Carrie L.; Mazziotta, John C.; Iacoboni, Marco; Dapretto, Mirella
2017-01-01
Reactivity to others' emotions can result in empathic concern (EC), an important motivator of prosocial behavior, but can also result in personal distress (PD), which may hinder prosocial behavior. Examining neural substrates of emotional reactivity may elucidate how EC and PD differentially influence prosocial behavior. Participants (N=57) provided measures of EC, PD, prosocial behavior, and neural responses to emotional expressions at age 10 and 13. Initial EC predicted subsequent prosocial behavior. Initial EC and PD predicted subsequent reactivity to emotions in the inferior frontal gyrus (IFG) and inferior parietal lobule, respectively. Activity in the IFG, a region linked to mirror neuron processes, as well as cognitive control and language, mediated the relation between initial EC and subsequent prosocial behavior. PMID:28262939
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Are nonparticipants in prosocial behavior merely innocent bystanders?
Anker, Ashley E; Feeley, Thomas Hugh
2011-01-01
Latané and Darley's (1970) bystander intervention theory was used to model individuals' participation in two prosocial behaviors (organ donation, green living). It is argued that nonparticipants in prosocial helping are innocent bystanders who likely fail to notice the need, do not interpret the cause as an emergency, do not accept responsibility for the need to help, and have little knowledge on how to help. Data in study 1 (n = 494) indicate support for the proposed innocent bystander path model (notice event → interpret event as emergency → accept responsibility → knowledge of how to help) in organ donation. Study 2 (n = 519) replicated the model in the context of green living and additionally found a direct path from noticing the event to knowledge of how to help. Implications of framing nonparticipation in prosocial behaviors as innocent bystander effects are discussed in context of campaign communication.
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Fu, Xinyuan; Padilla-Walker, Laura M; Brown, Michael N
2017-06-01
The present study examined age-trends and longitudinal bidirectional relations in self-esteem and prosocial behavior toward strangers, friends, and family over a four-year time period (age 11 to 14). A total of 681 adolescents were recruited in the United States (51% girls, 28% single parent families). A longitudinal panel model was conducted and the results showed that adolescent self-esteem was associated longitudinally with subsequent prosocial behavior toward strangers, and earlier prosocial behavior toward strangers promoted subsequent self-esteem. There were no such bidirectional relations between self-esteem and prosocial behavior toward friends and family. Findings also highlight the complexity of adolescent development of selfesteem and the multidimensional nature of prosocial behavior. Discussion focuses on understanding the dynamic interplay between adolescent selfesteem and prosocial behavior. Copyright © 2017 The Foundation for Professionals in Services for Adolescents. Published by Elsevier Ltd. All rights reserved.
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Directory of Open Access Journals (Sweden)
Hossein Jabbari
2015-03-01
Full Text Available Introduction: Expansion of strong primary health care (PHC network as a first revolution in Iran health system has led to significant improvements in coverage of the rural population and health indicators. Considering the development of rural health insurance and family physicians programs second revolution in 2004, in this study it was tried to determine the level of family physicians’ job satisfaction and its relationship with educational performance. Methods: All physicians who had worked as family physicians in public health care system of East Azerbaijan, Iran, between 2009 (December and 2011 (May were included in a cross-sectional study. The included population was composed of 367 primary care physicians. A self-administered, anonymous questionnaire was used to collect required information about job satisfaction. Educational performance scores of physicians were extracted from their educational profile in the medical faculty. Results: In this study, 149 questionnaires were analyzed from 238 retained questionnaires (overall response rate of 62.5%. The average score of job satisfaction was 41.84 (19.11 and the average educational performance score was 78.63 (6.66 out of 100. There was only significant relationship between gender, number of undercover population and job satisfaction while the results showed significant relationships between age and educational performance among personal and variables (P > 0.050. However, there was no significant relationship between job satisfaction and educational performance. Conclusion: The low level of job satisfaction and educational performance scores of family physicians indicating the urgent need for more extensive research in identifying the root and basic causes of this situation at first step. Second, finding the appropriate mechanisms to improve the job satisfaction level is great importance. We are proposing the revising of current policies, in payment methods and work condition, educational
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Rothrauff-Laschober, Tanja C; Eby, Lillian Turner de Tormes; Sauer, Julia B
2013-01-01
When mental health counselors have limited and/or inadequate training in substance use disorders (SUDs), effective clinical supervision (ECS) may advance their professional development. The purpose of the current study was to investigate whether ECS is related to the job performance of SUD counselors. Data were obtained in person via paper-and-pencil surveys from 392 matched SUD counselor-clinical supervisor dyads working in 27 SUD treatment organizations across the United States. ECS was rated by counselors and measured with five multi-item scales (i.e., sponsoring counselors' careers, providing challenging assignments, role modeling, accepting/confirming counselors' competence, overall supervisor task proficiency). Clinical supervisors rated counselors' job performance, which was measured with two multi-item scales (i.e., task performance, performance within supervisory relationship). Using mixed-effects models, we found that most aspects of ECS are related to SUD counselor job performance. Thus, ECS may indeed enhance counselors' task performance and performance within the supervisory relationship, and, as a consequence, offset limited formal SUD training.
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Song, Ju-Hyun; Colasante, Tyler; Malti, Tina
2018-06-01
Although emotionally well-regulated children are more likely to behave prosocially, the psychological processes that connect their emotion regulation abilities and prosocial behavior are less clear. We tested if other-oriented sympathy and trust mediated the links between emotion regulation capacities (i.e., resting respiratory sinus arrhythmia [RSA], negative emotional intensity, and sadness regulation) and prosocial behavior in an ethnically diverse sample of 4- and 8-year-olds (N = 131; 49% girls). Resting RSA was calculated from children's electrocardiogram data in response to a nondescript video. Sympathy was child and caregiver reported, whereas negative emotional intensity, sadness regulation, trust, and prosocial behavior were caregiver reported. Regardless of age, higher resting RSA was linked to higher sympathy, which was associated with higher prosocial behavior. The positive link between sadness regulation and prosocial behavior was mediated by higher sympathy and trust. Children's other-oriented psychological processes may play important roles in translating certain emotion regulation capacities into prosocial behavior. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Relationships between Emotional Labor, Job Performance, and Turnover
Goodwin, Robyn E.; Groth, Markus; Frenkel, Stephen J.
2011-01-01
The present study investigates the relationship between the emotional labor strategies surface acting and deep acting and organizational outcomes, specifically, employees' overall job performance and turnover. Call center employees from two large financial service organizations completed an online survey about their use of surface and deep acting.…
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Chen, Jing; Chiu, Chi-yue; Chan, S Fiona
2009-11-01
Results from 5 studies illustrate how perception of and experiences with low job mobility can shape culture-characteristic pattern of judgments and behaviors. Although both Americans and some Asian groups (e.g., Chinese, Asian Americans) consider having successful practitioners' personality traits (role personalities) to be important to job performance, the Asian groups place heavier emphasis on possessing role personalities when making performance forecast than do Americans (Studies 1-3). Moreover, even among Americans, a brief subjective experience with low job mobility can increase the perceived importance of possessing role personalities in performance forecast (Study 4), and a brief direct experience with low job mobility can increase job applicants' tendency to claim possession of role personality traits in job applications (Study 5). Furthermore, the belief in a fixed world mediates the relationship between perception of low job mobility and perceived importance of possessing role personalities in performance forecast (Study 2).
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Directory of Open Access Journals (Sweden)
Azman Ismail
2011-11-01
Full Text Available Purpose: This study was conducted to examine the effect of pay for performance and interactional justice on job satisfaction.Design/methodology/approach: A survey method was used to collect 107 usable questionnaires from employees who work in the US subsidiary manufacturing firm operating in a silicon valley in East Malaysia, Malaysia.Findings: The outcomes showed two important findings: first, relationship between interactional justice and adequacy of pay significantly correlated with job satisfaction. Second, relationship between interactional justice and participation in pay systems significantly correlated with job satisfaction. Statistically, this result confirms that interactional justice does act as a mediating variable in the pay for performance models of the studied organization.Originality/value: Most previous research tested a direct effect of pay for performance on job satisfaction. Unlike such research approach, this study discovers that interactional justice has strengthened the effect of pay for performance on job satisfaction in a compensation system framework.
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Prosocial Consequences of Interpersonal Synchrony
2016-01-01
Abstract. The capacity to establish interpersonal synchrony is fundamental to human beings because it constitutes the basis for social connection and understanding. Interpersonal synchrony refers to instances when the movements or sensations of two or more people overlap in time and form. Recently, the causal influence of interpersonal synchrony on prosociality has been established through experiments. The current meta-analysis is the first to synthesize these isolated and sometimes contradictory experiments. We meta-analyzed 60 published and unpublished experiments that compared an interpersonal synchrony condition with at least one control condition. The results reveal a medium effect of interpersonal synchrony on prosociality with regard to both attitudes and behaviors. Furthermore, experimenter effects and intentionality moderate these effects. We discuss the strengths and limitations of our analysis, as well as its practical implications, and we suggest avenues for future research. PMID:28105388
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Reasons for Doing Good: Behavioural Explanations of Prosociality in Economics
Directory of Open Access Journals (Sweden)
Magdalena Adamus
2017-06-01
Full Text Available This paper discusses issues of altruism and prosocial behaviour within economics. The first part discusses relations between understanding of expected utility theory and features of an economic man. It also defines the most important properties of the game and provides some simple solutions. The second part includes a critical overview of selected and increasingly complex concepts explaining the phenomenon of prosocial behaviour. It begins with models focusing only on final allocations and ends with those studying the role of intentions, motivations and social status of agents. It also shows how needs, social conditions, norms and individual characteristics affect the propensity to behave prosocially.
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Examination of the Prosocial and Aggressive Tendencies of Preservice Teachers
Directory of Open Access Journals (Sweden)
Özlem GÖZÜN KAHRAMAN
2013-12-01
Full Text Available The purpose of the study was to investigate the relationship between gender and the witnessed interparental violence during childhood and the prosocial and aggressive tendencies of 586 senior class students enrolled at the faculty of education of a university at the Eastern Anatolian Region. The research is a survey model and a socio-demographic survey, and ‘Prosocial Behavior Tendency Scale' and ‘Aggressiveness Scale' were applied to the participants. The applied statistical techniques included descriptive statistics, one-way ANOVA, and t test for independent groups. In conclusion, it is stated that gender and witnessed interparental violence were to affect the prosocial and aggressive tendencies of the participants.
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Directory of Open Access Journals (Sweden)
Karmakar R.
2017-07-01
Full Text Available Adolescence is the most dynamic and eventful period of human development. During this crucial period of life, adolescents encounter challenges in life and constantly adapting to the relationship dynamics with friends, family, school and society. There is tendency of adolescents to engage in antisocial or pro-social behaviour. Adolescents’ relationship with parents and guardian significantly influence their antisocial and prosocial behavior. Pro-social behavior is defined as a behavior that is primarily aimed at benefiting others. Some pro-social behaviour is extrinsically motivated whereas some are intrinsically motivated. The present study investigated the nature of prosocial behaviour among adolescents and impact of consistency and inconsistency of parenting style on prosocial behaviour. A group of 610 adolescents (310 boys and 300 girls aged between 16—18 years (mean = 17.07 and standard deviation = 1.02 was selected for the present study. Pro-social Motivation Questionnaire and Parental Authority Questionnaire were used to measure pro-social motive and parenting style, respectively. The results indicate that adolescents generally show higher level of intrinsic pro-social motive. Adolescent girls prefer to display internalised and empathetic pro-social motives whereas adolescent boys tend to gain others’ approval by displaying heroic activities. Consistency in parenting style facilitates intrinsic pro-social motive only when both parents are authoritative in nature. The result interestingly reveals that inconsistent parenting style is not always bad. Authoritative and permissive dyad facilitates intrinsic pro-social motive among adolescents. Implications for parental socialisation in families and pro-social motive among adolescents are discussed.
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Directory of Open Access Journals (Sweden)
Ehsan Bakhshi
2017-03-01
Full Text Available Introduction: Healthcare centers are one of main organizations which play important role in maintaining people s health by providing healthcare services. Therefore, paying attention to quality of work life (QWL & job performance in healthcare workers is very important. The aim of this study was assessment of quality of work life and job performance in health care workers and their relationship with demographic & contextual factors. Method: This cross sectional study conducted on 136 healthcare workers of healthcare centers in Islam Abad West city. Data collection tools were 3 questionnaires: demographics, Quality of work life and job performance questionnaire. In order to data analysis, descriptive statistics, independent sample t-test, one way ANOVA and Pearson correlation coefficient were used. Result: The Mean (Standard Deviation of age of healthcare workers was 36.42 (8 years. Most of practitioners in this study were female and married. The Mean (Standard Deviation score of QWL and job performance were 76.91 (13.25 & 52.5 (9, respectively. There was a significant relationship between QWL and job performance scores (p-value<0.001. Furthermore, the relationship between QWL with educational level and between job performance with sex and educational level were significant (p-value<0.05. Conclusion: Quality of work life was in a lower than average level and job performance was higher than average. Solutions such as increase of salary, encourage employees to continuing their educations, provide retraining course that are related to job can be useful to improve current situation.
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Materialism Moderates the Effect of Accounting for Time on Prosocial Behaviors.
Li, Jibo; Chen, Yingying; Huang, Xiting
2015-01-01
Accounting for time is defined as putting a price on time. Researchers have demonstrated that accounting for time reduces the time individuals spend on others; however, its association with monetary donations has not been examined. We hypothesized that accounting for time will activate a utility mindset that would affect one's allocation of time and money. In Study 1, the mediating effect of utility mindsets on the relationship between accounting for time and prosocial behavior was examined. In Study 2, we examined the effect of accounting for time on time spent helping and donating money, and the moderating role of material values on the relationship between accounting for time and prosocial behavior. Results showed that accounting for time activated a mindset of utility maximization that, in turn, reduced participants' prosocial behavior; moreover, materialism moderated the effect of accounting for time on prosocial behavior.
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Hao, Jian; Liu, Yanchun
2016-01-01
The rationalistic theories of morality emphasize that reasoning plays an important role in moral judgments and prosocial behavior. Theory of mind as a reasoning ability in the mental domain has been considered a facilitator of moral development. The present study examined whether theory of mind was consistently positively associated with morality from middle childhood to late adulthood. Two hundred and four participants, including 48 elementary school children, 45 adolescents, 62 younger adults, and 49 older adults, completed theory of mind, moral judgment and prosocial behavior tasks. Theory of mind was measured with strange stories that tapped into an understanding of lies, white lies, double bluffs, irony, and persuasion. Moral judgments were measured with variants of the trolley dilemma. Prosocial behavior was measured through participants' performance in an interactive situation in which a helping request was made. The results indicated specific rather than similar developmental trajectories of theory of mind, moral judgments, and prosocial behavior. There was a quadratic trend in theory of mind, a combination of quadratic and cubic trends in deontological moral judgments and a linear decline in helping behavior. It is thus suggested that theory of mind may not be associated with morality in an unchanging way during development. Further results indicated that theory of mind and deontological moral judgments were negatively correlated for children, adolescents, and older adults but positively correlated for younger adults. Theory of mind and helping behavior were positively correlated for children but negatively correlated for adolescents. However, the relationships disappeared in adulthood. In sum, the present study reveals that theory of mind may be a nice tool for its facilitation of deontological moral judgments and prosocial behavior, but it may also be a nasty tool for its blocking of deontological moral judgments and prosocial behavior. Moreover, theory
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Stressors and their Influence on Job Performance of Career ...
African Journals Online (AJOL)
Stressors and their Influence on Job Performance of Career Administrative Staff in ... African Research Review ... Abstract. The purpose of this study was to determine stressors and how they influence university career administrative staff in the ...
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Directory of Open Access Journals (Sweden)
M. Sait DINC
2016-11-01
Full Text Available The main purpose of this paper is to examine the impact of caring climate, employees' job satisfaction, and affective commitment on employees' job performance in a banking sector. This study proposes that caring climate has a significant direct effect on overall job satisfaction, affective commitment, and job performance. Moreover, it suggests that caring climate has an influence on job performance through overall job satisfaction and affective commitment. Additionally, affective commitment is considered to be a mediator in the relationship between overall job satisfaction and job performance. In this study, the relationships among the variables were evaluated using factor analysis, descriptive statistics, correlations, and regression. The results based on a sample of 152 employees from one public and three private banks in the Federation of Bosnia and Herzegovina support the hypotheses. This study demonstrates that caring climate has a significant direct influence on overall job satisfaction, affective commitment, and job performance. Furthermore, caring climate has an indirect effect on job performance. Finally, this research discovers an indirect relationship between overall job satisfaction and employees’ job performance through a mediating role of affective commitment.
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The neural components of empathy: Predicting daily prosocial behavior
Morelli, Sylvia A.; Rameson, Lian T.; Lieberman, Matthew D.
2012-01-01
Previous neuroimaging studies on empathy have not clearly identified neural systems that support the three components of empathy: affective congruence, perspective-taking, and prosocial motivation. These limitations stem from a focus on a single emotion per study, minimal variation in amount of social context provided, and lack of prosocial motivation assessment. In the current investigation, 32 participants completed a functional magnetic resonance imaging session assessing empathic response...
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Bosch, Oliver G; Eisenegger, Christoph; Gertsch, Jürg; von Rotz, Robin; Dornbierer, Dario; Gachet, M Salomé; Heinrichs, Markus; Wetter, Thomas C; Seifritz, Erich; Quednow, Boris B
2015-12-01
Gamma-hydroxybutyrate (GHB) is a GHB-/GABAB-receptor agonist. Reports from GHB abusers indicate euphoric, prosocial, and empathogenic effects of the drug. We measured the effects of GHB on mood, prosocial behavior, social and non-social cognition and assessed potential underlying neuroendocrine mechanisms. GHB (20mg/kg) was tested in 16 healthy males, using a randomized, placebo-controlled, cross-over design. Subjective effects on mood were assessed by visual-analogue-scales and the GHB-Specific-Questionnaire. Prosocial behavior was examined by the Charity Donation Task, the Social Value Orientation test, and the Reciprocity Task. Reaction time, memory, empathy, and theory-of-mind were also tested. Blood plasma levels of GHB, oxytocin, testosterone, progesterone, dehydroepiandrosterone (DHEA), cortisol, aldosterone, and adrenocorticotropic-hormone (ACTH) were determined. GHB showed stimulating and sedating effects, and elicited euphoria, disinhibition, and enhanced vitality. In participants with low prosociality, the drug increased donations and prosocial money distributions. In contrast, social cognitive abilities such as emotion recognition, empathy, and theory-of-mind, and basal cognitive functions were not affected. GHB increased plasma progesterone, while oxytocin and testosterone, cortisol, aldosterone, DHEA, and ACTH levels remained unaffected. GHB has mood-enhancing and prosocial effects without affecting social hormones such as oxytocin and testosterone. These data suggest a potential involvement of GHB-/GABAB-receptors and progesterone in mood and prosocial behavior. Copyright © 2015 Elsevier Ltd. All rights reserved.
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Clock gene modulates roles of OXTR and AVPR1b genes in prosociality.
Directory of Open Access Journals (Sweden)
Haipeng Ci
Full Text Available BACKGROUND: The arginine vasopressin receptor (AVPR and oxytocin receptor (OXTR genes have been demonstrated to contribute to prosocial behavior. Recent research has focused on the manner by which these simple receptor genes influence prosociality, particularly with regard to the AVP system, which is modulated by the clock gene. The clock gene is responsible for regulating the human biological clock, affecting sleep, emotion and behavior. The current study examined in detail whether the influences of the OXTR and AVPR1b genes on prosociality are dependent on the clock gene. METHODOLOGY/PRINCIPAL FINDINGS: This study assessed interactions between the clock gene (rs1801260, rs6832769 and the OXTR (rs1042778, rs237887 and AVPR1b (rs28373064 genes in association with individual differences in prosociality in healthy male Chinese subjects (n = 436. The Prosocial Tendencies Measure (PTM-R was used to assess prosociality. Participants carrying both the GG/GA variant of AVPR1b rs28373064 and the AA variant of clock rs6832769 showed the highest scores on the Emotional PTM. Carriers of both the T allele of OXTR rs1042778 and the C allele of clock rs1801260 showed the lowest total PTM scores compared with the other groups. CONCLUSIONS: The observed interaction effects provide converging evidence that the clock gene and OXT/AVP systems are intertwined and contribute to human prosociality.
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Clock gene modulates roles of OXTR and AVPR1b genes in prosociality.
Ci, Haipeng; Wu, Nan; Su, Yanjie
2014-01-01
The arginine vasopressin receptor (AVPR) and oxytocin receptor (OXTR) genes have been demonstrated to contribute to prosocial behavior. Recent research has focused on the manner by which these simple receptor genes influence prosociality, particularly with regard to the AVP system, which is modulated by the clock gene. The clock gene is responsible for regulating the human biological clock, affecting sleep, emotion and behavior. The current study examined in detail whether the influences of the OXTR and AVPR1b genes on prosociality are dependent on the clock gene. This study assessed interactions between the clock gene (rs1801260, rs6832769) and the OXTR (rs1042778, rs237887) and AVPR1b (rs28373064) genes in association with individual differences in prosociality in healthy male Chinese subjects (n = 436). The Prosocial Tendencies Measure (PTM-R) was used to assess prosociality. Participants carrying both the GG/GA variant of AVPR1b rs28373064 and the AA variant of clock rs6832769 showed the highest scores on the Emotional PTM. Carriers of both the T allele of OXTR rs1042778 and the C allele of clock rs1801260 showed the lowest total PTM scores compared with the other groups. The observed interaction effects provide converging evidence that the clock gene and OXT/AVP systems are intertwined and contribute to human prosociality.
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Influence of Motivation and Job Training The Performance of Employees PT. RB Sukasada Palembang.
Directory of Open Access Journals (Sweden)
Ika Rakhmalina
2017-10-01
Full Text Available The purpose of this study was to determine the effect of motivation and job training to employees performance of PT. RB Sukasada. This research is causality. The population in this study is the overall employees of PT. RB Sukasada Jl. Kebumen Land No. 901-902, 17 Ilir, Ilir Tim. I, Palembang, South Sumatra 30122, amounting to 39 employees, with census sampling.Data collection techniques used in this study was a questionnaire with the answer given a score based on a scale interval of 1-5 with the Likert method. With multiple linear regress analysis tools. The next test of the hypothesis that f test and t-test to determine of independent variables on the dependent variable, and making inferences. Data analysis techniques in this study assisted by the Statistical program for special science (SPSS The results of research by F test resulted in no significant effect Motivation and Job Training together with the Employee Performance at PT. RB Sukasada with a coefficient of determination (R Square of 34.9%. While based on the t-test a significant difference between motivation and job training partially on performance. With the results of multiple regression 57.0% effect of motivation on the performance and 47.6% influence on the performance of job training. Conclusion motivation and job training are still low in achieving performance.
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Work-family role conflict and job performance among women ...
African Journals Online (AJOL)
family role conflict generates some kind of stress and instability that further ... However, this relationship between work-family role conflict and low job performance is considered higher among women with more children and less spousal/family ...
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Children's trust and the development of prosocial behavior
Malti T.; Averdijk M.; Zuffiano A.; Ribeaud D.; Betts L. R.; Rotenberg K. J.; Eisner M.
2016-01-01
This study examined the role of children’s trust beliefs and trustworthiness in the development of prosocial behavior using data from four waves of a longitudinal study in a large, ethnically diverse sample of children in Switzerland (mean age = 8.11 years at Time 1, N = 1,028). Prosocial behavior directed towards peers was measured at all assessment points by teacher reports. Children’s trust beliefs and their trustworthiness with peers were assessed and calculated by a social relations anal...
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Wang, H.; Lu, C.Q.; Siu, O.L.
2015-01-01
Organizational justice has been shown to play an important role in employees’ affective and performance outcomes particularly in uncertain contexts. In this study, we investigated the interaction effect of job insecurity and organizational justice on employees’ performance, and examined the
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Hatton, Chris; Wigham, Sarah; Craig, Jaime
2009-01-01
Background: There is an absence of research concerning the assessment of housing support worker job performance, particularly in the development of job performance measures that reflect the priorities of people with intellectual disabilities and their families. Method: A worker-oriented job analysis method was used to develop four short job…
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Merrill, Ray M; Aldana, Steven G; Pope, James E; Anderson, David R; Coberley, Carter R; Grossmeier, Jessica J; Whitmer, R William
2013-01-01
To better understand the combined influence of employee engagement, health behavior, and physical health on job performance and absenteeism. Analyses were based on 20,114 employees who completed the Healthways Well-Being Assessment from 2008 to 2010. Employees represented three geographically dispersed companies in the United States. Employee engagement, health behavior, and physical health indices were simultaneously significantly associated with job performance and also with absenteeism. Employee engagement had a greater association with job performance than did the health behavior or physical health indices, whereas the physical health index was more strongly associated with absenteeism. Specific elements of the indices were evaluated for association with self-rated job performance and absenteeism. Efforts to improve worker productivity should take a holistic approach encompassing employee health improvement and engagement strategies.
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PERFORMANCE BASED PAY AS A DETERMINANT OF JOB SATISFACTION: A STUDY IN MALAYSIA GIATMARA CENTERS
Directory of Open Access Journals (Sweden)
Azman ISMAIL
2011-01-01
Full Text Available Compensation management literature highlights that performance based payhas two major characteristics: participation in pay systems and adequacy ofpay. The ability of management to properly implement such pay systems maylead to increased job satisfaction in organizations. Though, the nature of thisrelationship is interesting, little is known about the influence of performancebased pay on job satisfaction in compensation management literature.Therefore, this study was conducted to examine the relationship between payfor performance and job satisfaction in Malaysian GIATMARA centers. Theresults of exploratory factor analysis confirmed that measurement scalesused in this study satisfactorily met the standards of validity and reliabilityanalyses. An outcome of stepwise regression analysis shows thatdeterminant of job satisfaction is performance based pay. Further, this resultconfirms that pay for performance is an important antecedent for jobsatisfaction in the studied organizations.
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Promoting Adolescents' Prosocial Behavior
Kidron, Yael; Fleischman, Steve
2006-01-01
Saying a kind word to a classmate, acknowledging other students' feelings, sharing books and advice, defending a victim of bullying--these are just a few of the prosocial behaviors that can enhance students' social and academic lives at school. Because children do not develop social values in a vacuum, educators, policymakers, and researchers are…
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Kärtner, Joscha
2018-04-01
Basic elements of prosociality-(pro)social cognition, motivation, and prosocial behavior-emerge during the first and second year of life. These elements are rooted in biological predispositions and the developmental system is complemented by caregivers' structuring. By structuring, (m)others integrate toddlers' unrefined (pro)social sentiments and behavioral inclinations into coherent patterns and align toddlers' experience and behavior with the population's cultural model. These cultural models specify target states for appropriate affective, motivational and behavioral responses regarding toddlers' prosociality and these target states, in turn, inform (m)others' appraisal and guide their structuring. The experiences that toddlers make in these social interactions have important implications for how the basic elements of prosociality are refined and further develop. Copyright © 2017 Elsevier Ltd. All rights reserved.
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Investigating The Effect Of Job Stress On Performance Of Employees
Oyungerel Altangerel; Wang Ruimei; Ehsan Elahi; Bayandalai Dash
2015-01-01
Abstract This study is conducted to investigate the effect of job stress on job performance. A random sampling technique is used to collect primary data of 120 employees of four telecommunication companies of Mongolia i.e. Mobicom Unitel Skytel and G-mobile. A well-structured questionnaire is utilized to collect relevant data descriptive and logistic analysis is used to estimate and describe the findings of results. It is found that work overload is major reason of stress among employees and ...
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Best friends' preference and popularity: Associations with aggression and prosocial behavior
Peters, E.; Cillessen, A.H.N.; Riksen-Walraven, J.M.A.; Haselager, G.J.T.
2010-01-01
This study examined how children's aggression and prosocial behavior are related to the preference and popularity of their best friends. Participants were 1,953 fourth-graders (52.2% boys). Measures included peer nominations of friendship, peer status, overt and relational aggression, and prosocial
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The reciprocity of prosocial behavior and positive affect in daily life
Snippe, Evelien; Jeronimus, Bertus F; Aan Het Rot, Marije; Bos, Elisabeth H; de Jonge, Peter; Wichers, Marieke
OBJECTIVE: To examine whether prosocial behaviors help sustain a positive mood, we tested the dynamic reciprocal associations between prosocial behavior and positive affect (PA) in daily life. A second aim was to examine whether the personality traits neuroticism and extraversion moderate these
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Ozer, Muammer
2011-01-01
Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It…
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Effects of prosocial, neutral, and violent video games on college students' affect.
Saleem, Muniba; Anderson, Craig A; Gentile, Douglas A
2012-01-01
Recent research reveals that playing prosocial video games increases prosocial cognitions and helpful behaviors [Gentile el al., 2009; Greitemeyer and Osswald, 2009; 2010; 2011]. These results are consistent with social-cognitive models of social behavior [e.g., the "General Learning Model," Buckley and Anderson, 2006]. The social-cognitive learning models suggest that in addition to influencing cognitions, media content may also influence affect. However, past studies on prosocial video games have failed to find a significant effect on affective measures [Greitemeyer and Osswald, 2010]. The present research examined the effects of prosocial, neutral, and violent video games on state hostility and positive affect. Also examined were moderating effects of trait aggressiveness, trait altruistic helping, and trait egoistic helping. Prosocial games reduced state hostility and increased positive state affect. Violent video games had the opposite effects. These effects were moderated by trait physical aggression. Altruistic participants reported relatively more positive affect and less state hostility. Egoistic participants reported relatively more aggravated and mean feelings. © 2012 Wiley Periodicals, Inc.
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Video game playing and its relations with aggressive and prosocial behaviour.
Wiegman, O; van Schie, E G
1998-09-01
In this study of 278 children from the seventh and eighth grade of five elementary schools in Enschede, The Netherlands, the relationship between the amount of time children spent on playing video games and aggressive as well as prosocial behaviour was investigated. In addition, the relationship between the preference for aggressive video games and aggressive and prosocial behaviour was studied. No significant relationship was found between video game use in general and aggressive behaviour, but a significant negative relationship with prosocial behaviour was supported. However, separate analyses for boys and girls did not reveal this relationship. More consistent results were found for the preference for aggressive video games: children, especially boys, who preferred aggressive video games were more aggressive and showed less prosocial behaviour than those with a low preference for these games. Further analyses showed that children who preferred playing aggressive video games tended to be less intelligent.
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At-Risk Youth Appearance and Job Performance Evaluation
Freeburg, Beth Winfrey; Workman, Jane E.
2008-01-01
The goal of this study was to identify the relationship of at-risk youth workplace appearance to other job performance criteria. Employers (n = 30; each employing from 1 to 17 youths) evaluated 178 at-risk high school youths who completed a paid summer employment experience. Appearance evaluations were significantly correlated with evaluations of…
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When in doubt, seize the day? Security values, prosocial values, and proactivity under ambiguity.
Grant, Adam M; Rothbard, Nancy P
2013-09-01
Researchers have suggested that both ambiguity and values play important roles in shaping employees' proactive behaviors, but have not theoretically or empirically integrated these factors. Drawing on theories of situational strength and values, we propose that ambiguity constitutes a weak situation that strengthens the relationship between the content of employees' values and their proactivity. A field study of 204 employees and their direct supervisors in a water treatment plant provided support for this contingency perspective. Ambiguity moderated the relationship between employees' security and prosocial values and supervisor ratings of proactivity. Under high ambiguity, security values predicted lower proactivity, whereas prosocial values predicted higher proactivity. Under low ambiguity, values were not associated with proactivity. We replicated these findings in a laboratory experiment with 232 participants in which we measured proactivity objectively as initiative taken to correct errors: Participants with strong security values were less proactive, and participants with strong prosocial values were more proactive, but only when performance expectations were ambiguous. We discuss theoretical implications for research on proactivity, values, and ambiguity and uncertainty. PsycINFO Database Record (c) 2013 APA, all rights reserved
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Helmreich, Robert L.; Sawin, Linda L.; Carsrud, Alan L.
1986-01-01
Correlations between a job performance criterion and personality measures reflecting achievement motivation and an interpersonal orientation were examined at three points in time after completion of job training for a sample of airline reservations agents. Although correlations between the personality predictors and performance were small and nonsignificant for the 3-month period after beginning the job, by the end of six and eight months a number of significant relationships had emerged. Implications for the utility of personality measures in selection and performance prediction are discussed.
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Wei, Zhenyu; Zhao, Zhiying; Zheng, Yong
2016-01-01
Prosocial behaviors are susceptible to individuals' preferences regarding payoffs and social context. In the present study, we combined individual differences with social influence and attempted to discover the effect of social value orientation (SVO) and social influence on prosocial behavior in a trust game and a dictator game. Prosocial behavior in the trust game could be motivated by strategic considerations whereas individuals' decisions in the dictator game could be associated with their social preference. In the trust game, prosocials were less likely than proselfs to conform to the behavior of other group members when the majority of group members distrusted the trustee. In the dictator game, the results of the three-way ANOVA indicated that, irrespective of the type of offer, in contrast to proselfs, prosocials were influenced more by others' generous choices than their selfish choices, even if the selfish choices were beneficial to themselves. The overall results demonstrated that the effect of social influence appears to depend on individuals' SVO: that is, prosocials tend to conform to prosocial rather than proself behaviors.
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Greater Emotional Empathy and Prosocial Behavior in Late Life
Sze, Jocelyn A.; Gyurak, Anett; Goodkind, Madeleine S.; Levenson, Robert W.
2011-01-01
Emotional empathy and prosocial behavior were assessed in older, middle-aged, and young adults. Participants watched two films depicting individuals in need, one uplifting and the other distressing. Physiological responses were monitored during the films and participants rated their levels of emotional empathy following each film. As a measure of prosocial behavior, participants were given an additional payment they could contribute to charities supporting the individuals in the films. Age-re...
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Popliger, Mina; Talwar, Victoria; Crossman, Angela
2011-11-01
Children tell prosocial lies for self- and other-oriented reasons. However, it is unclear how motivational and socialization factors affect their lying. Furthermore, it is unclear whether children's moral understanding and evaluations of prosocial lie scenarios (including perceptions of vignette characters' feelings) predict their actual prosocial behaviors. These were explored in two studies. In Study 1, 72 children (36 second graders and 36 fourth graders) participated in a disappointing gift paradigm in either a high-cost condition (lost a good gift for a disappointing one) or a low-cost condition (received a disappointing gift). More children lied in the low-cost condition (94%) than in the high-cost condition (72%), with no age difference. In Study 2, 117 children (42 preschoolers, 41 early elementary school age, and 34 late elementary school age) participated in either a high- or low-cost disappointing gift paradigm and responded to prosocial vignette scenarios. Parents reported on their parenting practices and family emotional expressivity. Again, more children lied in the low-cost condition (68%) than in the high-cost condition (40%); however, there was an age effect among children in the high-cost condition. Preschoolers were less likely than older children to lie when there was a high personal cost. In addition, compared with truth-tellers, prosocial liars had parents who were more authoritative but expressed less positive emotion within the family. Finally, there was an interaction between children's prosocial lie-telling behavior and their evaluations of the protagonist's and recipient's feelings. Findings contribute to understanding the trajectory of children's prosocial lie-telling, their reasons for telling such lies, and their knowledge about interpersonal communication. Copyright © 2011 Elsevier Inc. All rights reserved.
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Preenen, P.T.Y.; Howaldt, J.; Oeij, P.R.A.; Dhondt, S.; Kraan, K.O.; Jansen, E.
2016-01-01
Although the positive impact of job autonomy has been widely shown for individual-level employee outcomes, research on job autonomy and company-level outcomes has been surprisingly scarce. Therefore, among 3,311 companies in the Netherlands, we investigate the relationship between employees' job
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Directory of Open Access Journals (Sweden)
Chengedzai Mafini
2015-06-01
Full Text Available Purpose: The purpose of the study was to investigate the influence of transformational leadership, organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals employed by the South African government. Rationale: The depressed job performance of supply management professionals in the South African government presents an impetus to generate new empirical information on the subject in order to find solutions. Methodology: A quantitative survey approach was followed using a sample of 264 supply management professionals employed in the South African government and were based in Gauteng Province. A Confirmatory Factor Analysis (CFA was conducted to assess psychometric properties of the measurement instrument. Hypotheses were tested using Structural Equation Modelling (SEM. Findings: Transformational leadership had positive and significant relationships with organisational citizenship behaviour and quality of work life. Quality of work life exerted a greater influence of job performance than organisational citizenship behaviour. Value of research: The study provides current evidence of the influence of transformational leadership on organisational citizenship behaviour and quality of work life, as well as the influence of organisational citizenship behaviour and quality of work life on job performance amongst supply management professionals. Conclusion: Transformational leadership has a positive influence on organisational citizenship behaviour and quality of work life amongst supply management professionals in the government. Both organisational citizenship behaviour and quality of work life exerta positive influence on the job performance of supply management professionals in the government. Future studies should be extended to other professional cohorts in both the private and the government sectors.
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Effects of heroin on rat prosocial behavior.
Tomek, Seven E; Stegmann, Gabriela M; Olive, M Foster
2018-05-04
Opioid use disorders are characterized in part by impairments in social functioning. Previous research indicates that laboratory rats, which are frequently used as animal models of addiction-related behaviors, are capable of prosocial behavior. For example, under normal conditions, when a 'free' rat is placed in the vicinity of rat trapped in a plastic restrainer, the rat will release or 'rescue' the other rat from confinement. The present study was conducted to determine the effects of heroin on prosocial behavior in rats. For 2 weeks, rats were given the opportunity to rescue their cagemate from confinement, and the occurrence of and latency to free the confined rat was recorded. After baseline rescuing behavior was established, rats were randomly selected to self-administer heroin (0.06 mg/kg/infusion i.v.) or sucrose pellets (orally) for 14 days. Next, rats were retested for rescuing behavior once daily for 3 days, during which they were provided with a choice between freeing the trapped cagemate and continuing to self-administer their respective reinforcer. Our results indicate that rats self-administering sucrose continued to rescue their cagemate, whereas heroin rats chose to self-administer heroin and not rescue their cagemate. These findings suggest that rats with a history of heroin self-administration show deficits in prosocial behavior, consistent with specific diagnostic criteria for opioid use disorder. Behavioral paradigms providing a choice between engaging in prosocial behavior and continuing drug use may be useful in modeling and investigating the neural basis of social functioning deficits in opioid addiction. © 2018 Society for the Study of Addiction.
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Attitudinal and motivational factors influencing job performance of ...
African Journals Online (AJOL)
The study investigated the attitudinal and motivational factors influencing job performance of female extension agents in Edo State, Nigeria. A random sample of 35 female extension agents was selected for the study. Findings reveal that the majority of the respondents (57.1%) were in the age group of 31 – 40 years and ...
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The neural components of empathy: Predicting daily prosocial behavior
Rameson, Lian T.; Lieberman, Matthew D.
2014-01-01
Previous neuroimaging studies on empathy have not clearly identified neural systems that support the three components of empathy: affective congruence, perspective-taking, and prosocial motivation. These limitations stem from a focus on a single emotion per study, minimal variation in amount of social context provided, and lack of prosocial motivation assessment. In the current investigation, 32 participants completed a functional magnetic resonance imaging session assessing empathic responses to individuals experiencing painful, anxious, and happy events that varied in valence and amount of social context provided. They also completed a 14-day experience sampling survey that assessed real-world helping behaviors. The results demonstrate that empathy for positive and negative emotions selectively activates regions associated with positive and negative affect, respectively. In addition, the mirror system was more active during empathy for context-independent events (pain), whereas the mentalizing system was more active during empathy for context-dependent events (anxiety, happiness). Finally, the septal area, previously linked to prosocial motivation, was the only region that was commonly activated across empathy for pain, anxiety, and happiness. Septal activity during each of these empathic experiences was predictive of daily helping. These findings suggest that empathy has multiple input pathways, produces affect-congruent activations, and results in septally mediated prosocial motivation. PMID:22887480
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The neural components of empathy: predicting daily prosocial behavior.
Morelli, Sylvia A; Rameson, Lian T; Lieberman, Matthew D
2014-01-01
Previous neuroimaging studies on empathy have not clearly identified neural systems that support the three components of empathy: affective congruence, perspective-taking, and prosocial motivation. These limitations stem from a focus on a single emotion per study, minimal variation in amount of social context provided, and lack of prosocial motivation assessment. In the current investigation, 32 participants completed a functional magnetic resonance imaging session assessing empathic responses to individuals experiencing painful, anxious, and happy events that varied in valence and amount of social context provided. They also completed a 14-day experience sampling survey that assessed real-world helping behaviors. The results demonstrate that empathy for positive and negative emotions selectively activates regions associated with positive and negative affect, respectively. In addition, the mirror system was more active during empathy for context-independent events (pain), whereas the mentalizing system was more active during empathy for context-dependent events (anxiety, happiness). Finally, the septal area, previously linked to prosocial motivation, was the only region that was commonly activated across empathy for pain, anxiety, and happiness. Septal activity during each of these empathic experiences was predictive of daily helping. These findings suggest that empathy has multiple input pathways, produces affect-congruent activations, and results in septally mediated prosocial motivation.
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Transformational leadership and employee safety performance: a within-person, between-jobs design.
Inness, Michelle; Turner, Nick; Barling, Julian; Stride, Chris B
2010-07-01
We investigated the extent to which the safety performance (i.e., self-reported safety compliance and safety participation) of employees with 2 jobs was predicted by their respective supervisors' transformational leadership behaviors. We compared 2 within-person models: a context-specific model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance only in that context) and a context-spillover model (i.e., transformational leadership experienced by employees in 1 context related to those same employees' safety performance in the same and other contexts). Our sample comprised 159 "moonlighters" (73 men, 86 women): employees who simultaneously hold 2 different jobs, each with a different supervisor, providing within-person data on the influence of different supervisors on employee safety performance across 2 job contexts. Having controlled for individual differences (negative affectivity and conscientiousness) and work characteristics (e.g., hours worked and length of relationship with supervisor), the context-specific model provided the best fit to the data among alternative nested models. Implications for the role of transformational leadership in promoting workplace safety are discussed.
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Güroğlu, Berna; van den Bos, Wouter; Crone, Eveline A.
2014-01-01
In this study we use economic exchange games to examine the development of prosocial behavior in the form of sharing and giving in social interactions with peers across adolescence. Participants from four age groups (9-, 12-, 15-, and 18-year-olds, total N = 119) played three types of distribution games and the Trust game with four different interaction partners: friends, antagonists, neutral classmates, and anonymous peers. Nine- and 12-year-olds showed similar levels of prosocial behavior to all interaction partners, whereas older adolescents showed increasing differentiation in prosocial behavior depending on the relation with peers, with most prosocial behavior toward friends. The age related increase in non-costly prosocial behavior toward friends was mediated by self-reported perspective-taking skills. Current findings extend existing evidence on the developmental patterns of fairness considerations from childhood into late adolescence. Together, we show that adolescents are increasingly better at incorporating social context into decision-making. Our findings further highlight the role of friendships as a significant social context for the development of prosocial behavior in early adolescence. PMID:24782796
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Güroğlu, Berna; van den Bos, Wouter; Crone, Eveline A
2014-01-01
In this study we use economic exchange games to examine the development of prosocial behavior in the form of sharing and giving in social interactions with peers across adolescence. Participants from four age groups (9-, 12-, 15-, and 18-year-olds, total N = 119) played three types of distribution games and the Trust game with four different interaction partners: friends, antagonists, neutral classmates, and anonymous peers. Nine- and 12-year-olds showed similar levels of prosocial behavior to all interaction partners, whereas older adolescents showed increasing differentiation in prosocial behavior depending on the relation with peers, with most prosocial behavior toward friends. The age related increase in non-costly prosocial behavior toward friends was mediated by self-reported perspective-taking skills. Current findings extend existing evidence on the developmental patterns of fairness considerations from childhood into late adolescence. Together, we show that adolescents are increasingly better at incorporating social context into decision-making. Our findings further highlight the role of friendships as a significant social context for the development of prosocial behavior in early adolescence.
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Directory of Open Access Journals (Sweden)
Berna eGüroğlu
2014-04-01
Full Text Available In this study we use economic exchange games to examine the development of prosocial behavior in the form of sharing and giving in social interactions with peers across adolescence. Participants from four age groups (9-, 12-, 15-, and 18-year-olds, total N=119 played three types of distribution games and the Trust game with four different interaction partners: friends, antagonists, neutral classmates, and anonymous peers. Nine- and 12-year-olds showed similar levels of prosocial behavior to all interaction partners, whereas older adolescents showed increasing differentiation in prosocial behavior depending on the relation with peers, with most prosocial behavior towards friends. The age related increase in non-costly prosocial behavior towards friends was mediated by self-reported perspective-taking skills. Current findings extend existing evidence on the developmental patterns of fairness considerations from childhood into late adolescence. Together, we show that adolescents are increasingly better at incorporating social context into decision-making. Our findings further highlight the role of friendships as a significant social context for the development of prosocial behavior in early adolescence.
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Predictors of antisocial and prosocial behavior in an adolescent sports context
Rutten, E.A.; Schuengel, C.; Dirks, E.; Stams, G.J.J.M.; Biesta, G.J.J.; Hoeksma, J.B.
2011-01-01
This study examined antisocial and prosocial behavior of N = 439 adolescent athletes between 14 and 17 years of age (67 teams). Multi-level analyses showed that team membership explained 20 and 13 percent of the variance in antisocial and prosocial behavior in the sports context, respectively. The
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Individual and Social Predictors of Prosocial Behavior among Chinese Adolescents in Hong Kong
Lai, Frank H. Y.; Siu, Andrew M. H.; Shek, Daniel T. L.
2015-01-01
Based on the human ecological model, this study hypothesized that individual competence in empathy, prosocial moral reasoning, and social influence from parents, peers, and school are the key determinants of prosocial behavior among Chinese adolescents in Hong Kong. We recruited a sample of high school students who engaged in volunteering activities regularly (N = 580). They completed a self-administrated questionnaire designed to measure prosocial behavior and its hypothesized predictors usi...
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Laschober, Tanja C.; de Tormes Eby, Lillian Turner
2013-01-01
The main goals of the current study were to investigate whether there are linear or curvilinear relationships between substance use disorder counselors’ job performance and actual turnover after 1 year utilizing four indicators of job performance and three turnover statuses (voluntary, involuntary, and no turnover as the reference group). Using longitudinal data from 440 matched counselor-clinical supervisor dyads, results indicate that overall, counselors with lower job performance are more likely to turn over voluntarily and involuntarily than not to turn over. Further, one of the job performance measures shows a significant curvilinear effect. We conclude that the negative consequences often assumed to be “caused” by counselor turnover may be overstated because those who leave both voluntarily and involuntarily demonstrate generally lower performance than those who remain employed at their treatment program. PMID:22527711
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Performance factors of mobile rich media job aids for community health workers.
Florez-Arango, Jose F; Iyengar, M Sriram; Dunn, Kim; Zhang, Jiajie
2011-01-01
To study and analyze the possible benefits on performance of community health workers using point-of-care clinical guidelines implemented as interactive rich media job aids on small-format mobile platforms. A crossover study with one intervention (rich media job aids) and one control (traditional job aids), two periods, with 50 community health workers, each subject solving a total 15 standardized cases per period per period (30 cases in total per subject). Error rate per case and task, protocol compliance. A total of 1394 cases were evaluated. Intervention reduces errors by an average of 33.15% (p = 0.001) and increases protocol compliance 30.18% (p technologies in general, and the use of rich media clinical guidelines on cell phones in particular, for the improvement of community health worker performance in developing countries.
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The synergistic effect of prosociality and physical attractiveness on mate desirability.
Ehlebracht, Daniel; Stavrova, Olga; Fetchenhauer, Detlef; Farrelly, Daniel
2017-12-17
Mate selection requires a prioritization and joint evaluation of different traits present or absent in potential mates. Herein, we focus on two such traits - physical attractiveness and prosociality - and examine how they jointly shape impressions of overall desirability. We report on two related experiments which make use of an innovative methodology combining large samples of raters and target persons (i.e., stimuli) and information on targets' behaviour in economic games representing altruistic behaviour (Experiment 1) and trustworthiness (Experiment 2), two important facets of prosociality. In accordance with predictions derived from a cognitive perspective on mate choice and sexual strategies theory, the results show that the impact of being prosocial on an individual's overall desirability was increased further by them also being physically attractive, but only in long-term mating contexts. Furthermore, we show that men's mate preferences for certain prosocial traits (i.e., trustworthiness) were more context-dependent than women's due to differential evolutionary pressures for ancestral men and women. © 2017 The British Psychological Society.
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Spoor, Ellen; de Jonge, Jan; Hamers, Jan P H
2010-05-28
Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support) and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. The DIRECT-project (DIsc Risk Evaluating Controlled Trial) is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1) how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2) what the effects of these interventions will be on health, well-being, and performance of nursing staff.
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Directory of Open Access Journals (Sweden)
Hamers Jan PH
2010-05-01
Full Text Available Abstract Background Because of high demands at work, nurses are at high risk for occupational burnout and physical complaints. The presence of job resources (such as job autonomy or social support and recovery opportunities could counteract the adverse effect of high job demands. However, it is still unclear how job resources and recovery opportunities can be translated into effective workplace interventions aiming to improve employee health, well-being, and performance-related outcomes. The aim of the current research project is developing and implementing interventions to optimize job resources and recovery opportunities, which may lead to improved health, well-being and performance of nurses. Methods/design The DIRECT-project (DIsc Risk Evaluating Controlled Trial is a longitudinal, quasi-experimental field study. Nursing home staff of 4 intervention wards and 4 comparison wards will be involved. Based on the results of a base-line survey, interventions will be implemented to optimize job resources and recovery opportunities. After 12 and 24 month the effect of the interventions will be investigated with follow-up surveys. Additionally, a process evaluation will be conducted to map factors that either stimulated or hindered successful implementation as well as the effectiveness of the interventions. Discussion The DIRECT-project fulfils a strong need for intervention research in the field of work, stress, performance, and health. The results could reveal (1 how interventions can be tailored to optimize job resources and recovery opportunities, in order to counteract job demands, and (2 what the effects of these interventions will be on health, well-being, and performance of nursing staff.
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Job Search, Networks, and Labor Market Performance of Immigrants
Arceo-Gómez, Eva Olimpia
2012-01-01
We develop an on-the-job search model in which immigrants search for jobs through formal channels or networks, and the quality of job offers differs across search methods. The model predicts networks unambiguously lead to a larger share of network jobs in job-to-job transitions, whereas the effect is ambiguous in unemployment-to-job transitions.
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Seddigh, Aram; Berntson, Erik; Platts, Loretta G.; Westerlund, Hugo
2016-01-01
This study investigates the joint effect of office type (cell, shared room, open-plan, and flex) and personality, measured by the Big Five personality traits, on self-rated measures of distraction, job satisfaction, and job performance (measured by professional efficacy). Regression analyses with interactions between personality and office type were conducted on 1205 participants working in 5 organizations from both the private and public sectors. While few interactions were observed in the c...
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Adolescents' Aggressive and Prosocial Behavior: Associations with Jealousy and Social Anxiety
Culotta, Carmen M.; Goldstein, Sara E.
2008-01-01
The authors examined how relational aggression, physical aggression, and proactive prosocial behavior were associated with jealousy and social anxiety in a diverse sample of 60 middle school students. After the authors controlled for gender and race, jealousy predicted relational aggression and proactive prosocial behavior, but it did not predict…
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Khan, Asad; Masrek, Mohamad Noorman; Nadzar, Fuziah Mohamad
2015-01-01
Like other disciplines, organizational and technological innovations have influenced the standard philosophies of librarianship. These innovations have changed the basics of information retrieval and delivery in libraries. As a result, library authorities are demanding competency-based job performance. Nonetheless, there is a scarcity of research…
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Ocsakawati, Serley
2016-01-01
This study aimed to examine the direct and significant affect of leadership style to financial performance, leadership style to employee's job satisfaction, leadership style to innovation, employee's job satisfaction to innovation , employee's job satisfaction to financial performace, and innovation to financial performace on retail firms in Surabaya. This study also aimed to examine the indirect and significant affect of leadership style to financial performance through employee's job satisf...
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THE ATTITUDE OF TEACHERS TOWARDS PROSOCIAL BEHAVIOUR AND ACADEMIC ACHIEVEMENT IN SERBIA
Directory of Open Access Journals (Sweden)
Bisera S. Jevtić
2017-02-01
Full Text Available Analyzing the significance and the role of school and teachers in the encouragement of prosocial behaviour of the learners in secondary schools, the following problem appeared: the connection between the teachers’ encouragement of prosocial behaviour and the academic achievement in the secondary schools in Serbia through the following segments: procedures and activities used by teachers, and the interrelatedness of prosocial behaviour and academic achievement. A review of theoretical findings and a study conducted on the sample of 695 respondents are presented. The method of theoretical analysis and synthesis, the causal non-experimental method and the descriptive method are applied. The applied techniques include content analysis, scaling and evaluation. The results showed that teachers’ activities partly promoted prosocial behaviour. The results of the research pointed to certain pedagogical implications: the reform of the educational system in Serbia; a change of educational objectives and tasks; establishing a continuity between all levels of the educational system and raising cooperation with parents; educational professional services to teachers in the area of raising their interest in acquiring and applying strategies and skills directed at educating prosocially oriented personalities and improving the quality of their work.
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Directory of Open Access Journals (Sweden)
Marnis Atmojo
2012-04-01
Full Text Available This research has four main objectives; first, to prove and analyze the influence of transformational leadership towards employee job satis faction; Second, to prove and analyze the influence of transformational leadership towards organizational commitment; Third, to prove and analyze the influence of transformationalleadership towards employee performance; Fourth, to prove and analyze the influence of organization commitment towards the employee performance. This research involved 146 members of middle management as our research sample namely Head of Department, Plantation Manager, Plant Manager, Head of Bureau/Division, Head Assistant, Head of Strategic Business Unit (SBU, Chief Engineer and Head of Hospital Service. Structural Equation Modeling (SEM was used to test and analyze relationship among the research variables. Research findings are transformational leadership significantly influences job satisfaction, transformational leadership significantly influences the organization commitment. The job satisfaction is shown to have significant influence on employee performance, and organization commitment significantly influences the employee performance.
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Hao, Jian; Liu, Yanchun
2016-01-01
The rationalistic theories of morality emphasize that reasoning plays an important role in moral judgments and prosocial behavior. Theory of mind as a reasoning ability in the mental domain has been considered a facilitator of moral development. The present study examined whether theory of mind was consistently positively associated with morality from middle childhood to late adulthood. Two hundred and four participants, including 48 elementary school children, 45 adolescents, 62 younger adults, and 49 older adults, completed theory of mind, moral judgment and prosocial behavior tasks. Theory of mind was measured with strange stories that tapped into an understanding of lies, white lies, double bluffs, irony, and persuasion. Moral judgments were measured with variants of the trolley dilemma. Prosocial behavior was measured through participants' performance in an interactive situation in which a helping request was made. The results indicated specific rather than similar developmental trajectories of theory of mind, moral judgments, and prosocial behavior. There was a quadratic trend in theory of mind, a combination of quadratic and cubic trends in deontological moral judgments and a linear decline in helping behavior. It is thus suggested that theory of mind may not be associated with morality in an unchanging way during development. Further results indicated that theory of mind and deontological moral judgments were negatively correlated for children, adolescents, and older adults but positively correlated for younger adults. Theory of mind and helping behavior were positively correlated for children but negatively correlated for adolescents. However, the relationships disappeared in adulthood. In sum, the present study reveals that theory of mind may be a nice tool for its facilitation of deontological moral judgments and prosocial behavior, but it may also be a nasty tool for its blocking of deontological moral judgments and prosocial behavior. Moreover, theory
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Daily micro-breaks and job performance: General work engagement as a cross-level moderator.
Kim, Sooyeol; Park, YoungAh; Headrick, Lucille
2018-03-29
Despite the growing research on work recovery and its well-being outcomes, surprisingly little attention has been paid to at-work recovery and its job performance outcomes. The current study extends the work recovery literature by examining day-level relationships between prototypical microbreaks and job performance as mediated by state positive affect. Furthermore, general work engagement is tested as a cross-level moderator weakening the indirect effects of microbreaks on job performance via positive affect. Using multisource experience sampling method, the authors collected two daily surveys from 71 call center employees and obtained objective records of daily sales performance for two consecutive weeks (n = 632). Multilevel path analysis results showed that relaxation, socialization, and cognitive microbreaks were related to increased positive affect at work which, in turn, predicted greater sales performance. However, breaks for nutrition-intake (having snacks and drinks) did not show significant effects. Importantly, microbreaks had significant indirect effects on job performance via positive affect only for workers who had lower general work engagement, whereas the indirect effects did not exist for workers who had higher general work engagement. Furthermore, Bayesian multilevel analyses confirmed the results. Theoretical and practical implications, limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Winterich, Karen Page; Aquino, Karl; Mittal, Vikas; Swartz, Richard
2013-09-01
This article examines the role of moral identity symbolization in motivating prosocial behaviors. We propose a 3-way interaction of moral identity symbolization, internalization, and recognition to predict prosocial behavior. When moral identity internalization is low, we hypothesize that high moral identity symbolization motivates recognized prosocial behavior due to the opportunity to present one's moral characteristics to others. In contrast, when moral identity internalization is high, prosocial behavior is motivated irrespective of the level of symbolization and recognition. Two studies provide support for this pattern examining volunteering of time. Our results provide a framework for predicting prosocial behavior by combining the 2 dimensions of moral identity with the situational factor of recognition. PsycINFO Database Record (c) 2013 APA, all rights reserved
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Nowak, Kenneth M.; Hanson, Alan L.
1983-01-01
Examined the relationship of stress, personality characteristics, and cognitive hardiness to job performance, burnout, and physical illness in resident assistants (N=37). Results indicated cognitive hardiness acts as a buffer against burnout and physical illness. Resident assistants rating themselves as Type A received poorer job performance…
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The performance of workload control concepts in job shops : Improving the release method
Land, MJ; Gaalman, GJC
1998-01-01
A specific class of production control concepts for jobs shops is based on the principles of workload control. Practitioners emphasise the importance of workload control. However, order release methods that reduce the workload on the shop floor show poor due date performance in job shop simulations.
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Attachment, caring and prosocial behavior
Erez, Ayelet
2007-01-01
The thesis focuses on 5 studies examining the role of adult attachment in volunteering by defining volunteerism as a form of caregiving. By that we suggest an effect of one behavioral system, attachment, on another, caring or prosocial behaviors in individual or group settings. Studies 1 and 2
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Kazmi, Rubina; Amjad, Shehla; Khan, Delawar
2008-01-01
Doctors especially house officers are under a great deal of stress related to a variety of occupational stressors. Occupational stressors contribute to organizational inefficiency, high staff turnover, absenteeism due to sickness, decreased quality, and quantity of practice, increased costs of health care, and decreased job satisfaction. One of the organizational outcomes that affected by occupational stress is job performance. The purpose of the present study was to investigate the effect of job stress on job performance. The universe of the study is District Abbottabad and the complete population of house officers was targeted which were present at that time were 55. The data obtained through questionnaire was analyzed using the statistical methods including descriptive statistics, Spearman's correlation and multiple regression. The analysis showed strong support for the hypothesis that there is an inverse relationship between job stress and job performance indicating that there is high job stress in the house officers, resulting in low job performance. Correct stress management should start from improved health and good intrapersonal relationships. The prevention and management of workplace stress requires organizational level interventions, because it is the organization that creates the stress. Success in managing and preventing stress will depend on the culture in the organization. A culture of openness and understanding, rather than of criticism, is essential. Those house officers who had high level of job stress had low job performance. All the factors affected male house officers more than the female house officers.
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Best Friends' Preference and Popularity: Associations with Aggression and Prosocial Behavior
Peters, Ellen; Cillessen, Antonius H. N.; Riksen-Walraven, J. Marianne; Haselager, Gerbert J. T.
2010-01-01
This study examined how children's aggression and prosocial behavior are related to the preference and popularity of their best friends. Participants were 1,953 fourth-graders (52.2% boys). Measures included peer nominations of friendship, peer status, overt and relational aggression, and prosocial behavior. A total of 334 reciprocal same-sex best…
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Modeling the Direct and Indirect Determinants of Different Types of Individual Job Performance
National Research Council Canada - National Science Library
Johnson, Jeff W; Duehr, Emily E; Hezlett, Sarah A; Muros, John P; Ferstl, Kerri L
2008-01-01
Despite the importance of citizenship performance and adaptive performance to Army junior commissioned officer job performance, there has been very little published research studying these constructs...
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Peck, Jessica A; Levashina, Julia
2017-01-01
Impression management (IM) is pervasive in interview and job performance settings. We meta-analytically examine IM by self- and other-focused tactics to establish base rates of tactic usage, to understand the impact of tactics on interview and job performance ratings, and to examine the moderating effects of research design. Our results suggest IM is used more frequently in the interview rather than job performance settings. Self-focused tactics are more effective in the interview rather than in job performance settings, and other-focused tactics are more effective in job performance settings rather than in the interview. We explore several research design moderators including research fidelity, rater, and participants. IM has a somewhat stronger impact on interview ratings in lab settings than field settings. IM also has a stronger impact on interview ratings when the target of IM is also the rater of performance than when the rater of performance is an observer. Finally, labor market participants use IM more frequently and more effectively than students in interview settings. Our research has implications for understanding how different IM tactics function in interview and job performance settings and the effects of research design on IM frequency and impact.
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The limited prosocial effects of meditation: A systematic review and meta-analysis
Kreplin, U.; Farias, M.; Brazil, I.A.
2018-01-01
Many individuals believe that meditation has the capacity to not only alleviate mental-illness but to improve prosociality. This article systematically reviewed and meta-analysed the effects of meditation interventions on prosociality in randomized controlled trials of healthy adults. Five types of
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Directory of Open Access Journals (Sweden)
Deléne Visser
2005-10-01
Full Text Available Past research has often shown that job satisfaction and job performance are uncorrelated. The current study was an attempt to clarify the relationship by examining the role of affective-cognitive consistency (ACC to test whether attitudinal consistency affects the strength of the relationship. A secondary objective was to assess whether modified versions of the Overall Job Satisfaction Scale (OJS and the Minnesota Satisfaction Questionnaire (MSQ, administered to 166 full-time employees from a variety of companies, may be regarded as affective and cognitive measures of job satisfaction respectively. This view was supported by means of exploratory and confirmatory factor analytic results. Overall job satisfaction was measured by a composite of the modified OJS and MSQ, and job performance was rated on a 10-point scale by the employees’ supervisors. Respondents’ scores on the modified OJS and MSQ were then used to form groups that were high or low in ACC. For employees who displayed high ACC regarding their job satisfaction attitudes, medium to large positive correlations between the job satisfaction measures and performance were obtained. In contrast, non-significant correlations were recorded for the low ACC groups. The hypothesis that ACC is a significant moderator of the relationship between job satisfaction and job performance was therefore supported. Opsomming Vorige navorsing het dikwels getoon dat werktevredenheid en werkprestasie nie korreleer nie. Dié ondersoek was ’n poging om lig te werp op hierdie verwantskap deur die rol van affektiewe-kognitiewe konsekwentheid (AKK te ondersoek ten einde te toets of houdingkonsekwentheid die sterkte van die verwantskap beïnvloed. ’n Sekondêre doelwit was om te bepaal of gewysigde weergawes van die Overall Job Satisfaction Scale (OJS en die Minnesota Satisfaction Questionnaire (MSQ, toegepas op 166 voltydse werknemers van ’n verskeidenheid ondernemings, as affektiewe en kognitiewe metings
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Effect of Participation in Performance Pay Systems and Employees’ Satisfaction with Job Conditions
Directory of Open Access Journals (Sweden)
Arman Ismail
2017-10-01
Full Text Available The aim of this research is to evaluate the association between participation in performance pay systems and employees’ satisfaction with job conditions. A survey method was utilized to collect data from subordinates who serve at disaster management agencies in West Malaysia. The findings of SmartPLS path model analysis display four important outcomes: first, the relationship between participation in pay plans and satisfaction with intrinsic job conditions was not significant. Second, relationship between participation in pay operations and satisfaction with intrinsic job conditions was not significant. Third, the relationship between participation in pay plans and satisfaction with extrinsic job conditions was significance. Finally, the relationship between participation in pay operations and satisfaction with extrinsic job conditions was significance. This finding demonstrates that participation in pay plans and participation in pay operations do not act as important predictors of employees’ satisfaction with intrinsic job conditions. Conversely, participation in pay plans and participation in pay operations do act as important predictors of employees’ satisfaction with extrinsic job conditions. Further, this research delivers discussion, implications and conclusion.
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Test of job performance aids for power plants. Final report
International Nuclear Information System (INIS)
Shriver, E.L.; Zach, S.E.; Foley, J.P. Jr.
1982-10-01
The objective of EPRI Research Project 1396-1 was to evaluate the applicability and effectiveness of Job Performance Aids (JPAs) in nuclear power plant situations. For over twenty years, JPAs have been developed in military situations to meet the problems of confusing, incomplete, and inaccurate procedures on maintenance jobs. Kinton, Incorporated of Alexandria, Virginia applied the military experience with JPAs to nuclear power plant situations and identified potential benefits in terms of cost reductions and improved performance. Sample JPAs were developed for Control Room Operations, Maintenance, Plant Operations, Instrumentation and Control, Health Physics, and Quality Assurance tasks (procedures) in selected nuclear plants. JPAs were also developed for a prototype condenser tube leak detection system in the design stage, as well as for generic classes of circuit breaker equipment. Based on the results of the study, the use of JPAs is recommended for plant procedures of medium to high difficulty and for those tasks performed infrequently, even if fairly simple
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From Positive Orientation to Job performance : The Role of Work Engagement and Self-efficacy Beliefs
Alessandri, Guido; Borgogni, Laura; Schaufeli, Wilmar B.; Caprara, Gian Vittorio; Consiglio, Chiara
2015-01-01
This study aims to investigate the validity of a conceptual model that explains the mechanisms linking positive orientation (P-OR) to future job performance in a sample of 388 male security agents. The relationship between P-OR and job performance as rated by three supervisors, each with different
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Job Performance Effectiveness: A Comparison of Teachers in Public ...
African Journals Online (AJOL)
Job Performance Effectiveness: A Comparison of Teachers in Public and Private Schools ... Teachers in the two types of schools were about the same in classroom ... Also that public school teachers must be provided with conducive teaching/learning environment to enable them meet up the ... AJOL African Journals Online.
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Directory of Open Access Journals (Sweden)
Mina Jasour
2016-12-01
Results: Based on Pearson correlation coefficient, SI was significantly correlated with job performance among the employees. In addition, there was a significant correlation between internal locus of control and job performance; however, external locus of control did not exhibit any correlation with job performance. Furthermore, the results showed a significant relationship between SI components and job performance (P = 0.000. The results of the regression analysis revealed that all the components of SI were predictors of variables for job performance (R2 = 0.26. Conclusion: Considering the tests, it was revealed that there is a positive and meaningful relation between the internal control of attributional style and the elements of the SI with personnel job performance. However, based on the result of the regression with the fixed amount of 26 percent, it seems necessary to pay attention to other effective elements on the performance of personnel, except internal control and elements of SI.
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Job crafting in changing organizations: Antecedents and implications for exhaustion and performance.
Petrou, Paraskevas; Demerouti, Evangelia; Schaufeli, Wilmar B
2015-10-01
The present study addressed employee job crafting behaviors (i.e., seeking resources, seeking challenges, and reducing demands) in the context of organizational change. We examined predictors of job crafting both at the organizational level (i.e., perceived impact of the implemented changes on the working life of employees) and the individual level (i.e., employee willingness to follow the changes). Job crafting behaviors were expected to predict task performance and exhaustion. Two-wave longitudinal data from 580 police officers undergoing organizational changes were analyzed with structural equation modeling. Findings showed that the degree to which changes influence employees' daily work was linked to reducing demands and exhaustion, whereas employee willingness to change was linked to seeking resources and seeking challenges. Furthermore, while seeking resources and seeking challenges were associated with high task performance and low exhaustion respectively, reducing demands seemed to predict exhaustion positively. Our findings suggest that job crafting can act as a strategy of employees to respond to organizational change. While seeking resources and seeking challenges enhance employee adjustment and should be encouraged by managers, reducing demands seems to have unfavorable implications for employees. (c) 2015 APA, all rights reserved).
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The development of prosocial behaviour in children and adolescents: a twin study.
Scourfield, Jane; John, Bethan; Martin, Neilson; McGuffin, Peter
2004-07-01
Childhood psychopathology is associated with both high and low levels of prosocial behaviour. It has been proposed that the development of prosocial behaviour shows emerging and consolidating individual differences as children grow older. The influences on these individual differences have not previously been examined in children and adolescents using multiple raters in a genetically informative design. Twin data from 682 families based on parent and teacher reports were used to examine the genetic and environmental influences on prosocial behaviour in 5-16-year-olds. Effects of sex, age and rater were examined. There were no significant differences in the magnitude of genetic and environmental influence on male and female prosocial behaviour. Declining common environment and increasing genetic influences were seen with age. This emerged as a trend in parent data and reached statistical significance in teacher data. When parent and teacher data were examined together in a rater bias model significant bias acting on the parent ratings emerged, in keeping with previous discrepancies between parental and observational measures. There was overlap in the phenotype rated by parents and teachers, with a highly heritable common underlying phenotype. The influences on the distribution of prosocial behaviour in children and adolescents show declining shared environmental and increasing genetic influences with age. Parental assessments of prosocial behaviour show significantly higher scores than teacher reports and whilst there is overlap in the phenotype rated by parents and teachers, parents show significant bias in their ratings. Copyright 2004 Association for Child Psychology and Psychiatry
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Okun, Morris A; Kim, Ga Young
2016-01-01
One developmental task in emerging adulthood is finding meaning and purpose in life. Volunteering has been touted as one role that fosters purpose in life. We examined whether the association between frequency of volunteering and purpose in life varies with pleasure-based prosocial motivation and pressure-based prosocial motivation in a sample of 576 undergraduates, ages 18-22 years old. In a regression analysis predicting purpose in life, the frequency of volunteering by pleasure-based prosocial motivation by pressure-based prosocial motivation interaction effect was significant (p = .042). Simple slopes analyses revealed that frequency of volunteering was not significantly (p = .478) related to purpose in life among college students who were low in both pleasure-based and pressure-based prosocial motivation. The findings of the present study highlight the importance of prosocial motivation for understanding whether emerging adults' purpose in life will be enhanced by volunteering.
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Directory of Open Access Journals (Sweden)
Abolfazl Ghasemzadeh
2015-09-01
Full Text Available Introduction: Although the contribution of organizational learning to employee organizational performance is well documented, the mechanisms that explain such relationship remain unclear. Accordingly, the purpose of this paper is to investigate the interactional role of organizational learning and informal norms in accountability and job performance of the staff in a medical department. Methods: The research method of the study is descriptive-correlational type. The statistical population of this study included all staff (N=315 of the Medical Department in Oshnavieh Hospital in 2014. For data gathering in this study, a sample comprising of 180 staff was selected using stratified random sampling. The data were collected through standard questionnaires of Neefe for organizational learning, informal norms of Hall, job performance of Paterson, and the questionnaire of individual accountability of Hochwarter. Pearson and moderated multiple regression analysis were used to test hypotheses. Results: Results showed that organizational learning has a positive and significant correlation with job performance and individual accountability. The results, also, showed a positive and significant correlation between informal norms, personal accountability, and job performance. Regression results showed the interactive role of learning structure dimensions, strategy, and shared vision with informal norms, predicting individual accountability of the staff. Also, interactive role of organizational learning and informal norms was confirmed in predicting job performance of the medical staff. Conclusion: The result of this study hold out that organizational learning directly and with interaction of informal norms improves staffs' performance and accountability. As a result of improved informal norms in a medical setting, we will have staff’s strong accountability and performance.
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Kim, Jun-Hong; Holman, Darryl J.; Goodreau, Steven M.
2015-01-01
Assortative interaction among altruistic individuals is a necessary condition for the evolution of cooperation. The requirement for assortment holds regardless of whether a meta-population is subdivided into distinct and isolated subgroups or has ephemeral boundaries with a high migration rate. The assumption, however, is rarely tested directly. In this paper, we develop a method to test for assortment of prosociality in network-structured data. The method is applied to a friendship network collected from 238 Korean students attending the same high school. A mixing matrix was used to explore the presence of assortative friendship among more prosocial individuals. An exponential random graph model of network structure that accounts for additional observed relational propensities (higher-than-expected number of people nominating no friends) and sampling constraints (upper bound on friendship nominations) found that individual prosociality predicted friendship propensity, and that individuals with higher prosocial scores had a higher probability of befriending other more prosocial individuals. The results reveal that a considerable level of assortment of prosociality characterizes this population. PMID:25915508
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Bruner, Mark W; Boardley, Ian D; Benson, Alex J; Wilson, Kathleen S; Root, Zachary; Turnnidge, Jennifer; Sutcliffe, Jordan; Côté, Jean
2018-05-01
The social identities formed through membership on extracurricular activity groups may contribute to the frequency with which youth engage in prosocial and antisocial behavior. However, researchers have yet to disentangle the individual- and group-level processes social identification effects operate through; sex and perceived norms may also moderate such effects. Thus, we investigated the hierarchical and conditional relations between three dimensions of social identity (i.e., ingroup ties, cognitive centrality, ingroup affect) and prosocial and antisocial behavior in youth ice hockey players (N = 376; 33% female). Multilevel analyses demonstrated antisocial teammate and opponent behavior were predicted by cognitive centrality at the team level. Further, prosocial teammate behavior was predicted by cognitive centrality and ingroup ties at the individual-level. Also, perceived norms for prosocial teammate behavior moderated the relations between ingroup ties, cognitive centrality, and ingroup affect and prosocial teammate behaviour. Finally, sex moderated the relations between cognitive centrality/ingroup affect and antisocial opponent behavior. This work demonstrates the multilevel and conditional nature of how social identity dimensions relate to youth prosocial and antisocial behavior.
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McMahon, Susan D; Todd, Nathan R; Martinez, Andrew; Coker, Crystal; Sheu, Ching-Fan; Washburn, Jason; Shah, Seema
2013-06-01
We use longitudinal multilevel modeling to test how exposure to community violence and cognitive and behavioral factors contribute to the development of aggressive and prosocial behaviors. Specifically, we examine predictors of self-, peer-, and teacher-reported aggressive and prosocial behavior among 266 urban, African American early adolescents. We examine lagged, within-person, between-person, and protective effects across 2 years. In general, results suggest that higher levels of violence exposure and aggressive beliefs are associated with more aggressive and less prosocial peer-reported behavior, whereas greater self-efficacy to resolve conflict peacefully is associated with less aggression across reporters and more teacher-reported prosocial behavior. Greater knowledge and violence prevention skills are associated with fewer aggressive and more prosocial teacher-reported behaviors. Results also suggest that greater self-efficacy and lower impulsivity have protective effects for youth reporting higher levels of exposure to community violence, in terms of teacher-reported aggressive behavior and peer-reported prosocial behavior. Differences among reporters and models are discussed, as well as implications for intervention.
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Zanette, Sarah; Gao, Xiaoqing; Brunet, Megan; Bartlett, Marian Stewart; Lee, Kang
2016-10-01
The current study used computer vision technology to examine the nonverbal facial expressions of children (6-11years old) telling antisocial and prosocial lies. Children in the antisocial lying group completed a temptation resistance paradigm where they were asked not to peek at a gift being wrapped for them. All children peeked at the gift and subsequently lied about their behavior. Children in the prosocial lying group were given an undesirable gift and asked if they liked it. All children lied about liking the gift. Nonverbal behavior was analyzed using the Computer Expression Recognition Toolbox (CERT), which employs the Facial Action Coding System (FACS), to automatically code children's facial expressions while lying. Using CERT, children's facial expressions during antisocial and prosocial lying were accurately and reliably differentiated significantly above chance-level accuracy. The basic expressions of emotion that distinguished antisocial lies from prosocial lies were joy and contempt. Children expressed joy more in prosocial lying than in antisocial lying. Girls showed more joy and less contempt compared with boys when they told prosocial lies. Boys showed more contempt when they told prosocial lies than when they told antisocial lies. The key action units (AUs) that differentiate children's antisocial and prosocial lies are blink/eye closure, lip pucker, and lip raise on the right side. Together, these findings indicate that children's facial expressions differ while telling antisocial versus prosocial lies. The reliability of CERT in detecting such differences in facial expression suggests the viability of using computer vision technology in deception research. Copyright © 2016 Elsevier Inc. All rights reserved.
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Singhal, A; Svenkerud, P J
1994-12-01
Over the period 1975-82, the Mexican television network created and aired seven entertainment soap operas promoting educational-development themes like adult literacy, smaller family size norms, and an higher social status for women. These emissions earned high ratings in Mexico and in other Latin American countries where they were subsequently broadcast. Evidence suggests that many of the social objectives of the soaps were met. In light of such success, the authors investigated the potential of pro-socially shareable entertainment television programs in developing countries. These programs use entertaining media formats to carry pro-social messages to a wide, yet culturally-proximate audience group. Entertainment television genres such as melodramatic soap operas offer certain advantages for carrying pro-socially shareable messages to audiences. The possibility of using other television genres and media channels, however, also needs to be seriously considered. Pro-socially shareable entertainment programs do have their limitations and problems, with a certain degree of message dilution invariably accompanying the quest for shareability. Targeting specific problems in specific audience groups is difficult and the identity of a relatively small homogeneous group can be threatened in a larger culturally proximate group. The value-laden nature of pro-social content can also be problematic.
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Social identity shapes social valuation: evidence from prosocial behavior and vicarious reward.
Hackel, Leor M; Zaki, Jamil; Van Bavel, Jay J
2017-08-01
People frequently engage in more prosocial behavior toward members of their own groups, as compared to other groups. Such group-based prosociality may reflect either strategic considerations concerning one's own future outcomes or intrinsic value placed on the outcomes of in-group members. In a functional magnetic resonance imaging experiment, we examined vicarious reward responses to witnessing the monetary gains of in-group and out-group members, as well as prosocial behavior towards both types of individuals. We found that individuals' investment in their group-a motivational component of social identification-tracked the intensity of their responses in ventral striatum to in-group (vs out-group) members' rewards, as well as their tendency towards group-based prosociality. Individuals with strong motivational investment in their group preferred rewards for an in-group member, whereas individuals with low investment preferred rewards for an out-group member. These findings suggest that the motivational importance of social identity-beyond mere similarity to group members-influences vicarious reward and prosocial behavior. More broadly, these findings support a theoretical framework in which salient social identities can influence neural representations of subjective value, and suggest that social preferences can best be understood by examining the identity contexts in which they unfold. © The Author (2017). Published by Oxford University Press.
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Work-family conflict and job performance in nurses: the moderating effects of social support.
Wang, Mei-Ling; Tsai, Li-Jane
2014-09-01
A large number of women are employed in the labor market. This phenomenon has widely supplanted the traditional family model of full-time working fathers and full-time housewives with the dual-income family model. Most nurses have both family and work responsibilities and hope to balance these two aspects of their lives. Work-family conflict (WFC) is thus a significant issue faced by professional nurses. This study examines the relationship between WFC and job performance in the nursing context and explores the moderating effects of different sources of social support. This study questionnaire used a self-reporting scale. To avoid common method variance, research data were collected at two time points. Five hundred twenty questionnaires were sent to nurses working at five hospitals in Taiwan, and 501 were returned, of which 495 were valid and used in analysis. Hierarchical regression analysis was used to test study hypotheses. Study findings were (a) degree of family-to-work conflict influenced job performance negatively, (b) level of WFC did not significantly affect job performance, (c) support from friends strengthened the negative effect of family-to-work conflict on job performance, and (d) support from coworkers weakened the relationship between WFC and job performance. It is hoped that the findings of this study will be useful for nursing managers, organizations, and future research. Hospital organizations and nursing departments have a positive role to play in fostering an organizational culture that helps its staffs balance work and family responsibilities. A strategy of human resource management that is consistent with the demands of nurses may help reduce WFC.
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HANNAH JACKSON FOLDES; DENIZ S. ONES; HANDAN KEPIR SINANGIL
2006-01-01
Social desirability scale scores reflect substantive individual differences related to personality. The objective of the current study was to examine whether social desirability, and impression management specifically (a component of social desirability), is predictive of adjustment and job performance for expatriates. Based on theoretical considerations, it was proposed that impression management might be linked to expatriate job performance in a predictive and mediated relationship through ...
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Directory of Open Access Journals (Sweden)
CEMIL KUZEY
2018-01-01
Full Text Available This study is undertaken to search for key factors that contribute to job satisfaction among health care workers, and also to determine the impact of these underlying dimensions of employee satisfaction on organizational performance. Exploratory Factor Analysis (EFA is applied to initially uncover the key factors, and then, in the next stage of analysis, a popular data mining technique, Support Vector Machine (SVM is employed on a sample of 249 to determine the impact of job satisfaction factors on organizational performance. According to the proposed model, the main factors are revealed to be management’s attitude, pay/reward, job security and colleagues.
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Directory of Open Access Journals (Sweden)
Waweru I. Kahari
2017-07-01
Full Text Available Orientation: This study explored the mechanisms that drive pro-social rule breaking among teachers in Ugandan private secondary schools. Research purpose: The main aim of this study was to examine the contribution of work characteristics and risk propensity in promoting pro-social rule breaking among teachers in one of the Ugandan districts that has a high number of private schools. Motivation for the study: As there is a scarcity of research on pro-social rule breaking in Uganda, this study sought to explore the concept and shed light on the mechanisms that influence this. Research design, approach and method: A quantitative research process formed the basis for this study. Two hundred and forty-two teachers from 15 private secondary schools in Wakiso District formed the targeted sample size. A response rate of 87% was registered. A hierarchical regression analysis was conducted in order to assess the influence of each of the variables on the dependent variable, by using Statistical Package for Social Sciences. Main findings: The regression results showed that work characteristics were a statistically significant predictor of pro-social rule breaking, but risk propensity was not. The results finally showed that there was no moderation effect of risk propensity on the relationship between work characteristics and pro-social rule breaking. Practical implications: The schools should expect more pro-social rule-breaking tendencies when the tasks given to the teachers are complex and when the teachers operate with autonomy. The environment in which the private secondary school teachers in Uganda work, motivates them to sometimes break rules in a bid to perform better or minimise the complexity associated with work. Contribution: This study expands on current theoretical knowledge on pro-social rule breaking and provides insights into the key drivers of the same among private secondary school teachers in the Ugandan context.
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Effects of Refresher Training on Job-Task Typewriting Performance.
Hagman, Joseph D.; Schendel, Joel D.
Two groups of 15 Administrative Specialists, 7lL Military Occupational Speciality (MOS), participated in four job-task refresher training sessions designed to enhance the typewriting of military correspondence. One group performed under a study training method which allowed use of a Correspondence Manual while arranging materials into the correct…
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Influence of Principals' Administrative Style on the Job Performance ...
African Journals Online (AJOL)
The objective was to evaluate the administrative style of secondary school principals in relation to teachers' job performance in Cross River State, Nigeria. A total of four hundred (400) teachers and one thousand two hundred (1200) students were randomly sampled for the study, using Ex-post facto research design with ...
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Principals' Leadership Style and Staff Job Performance in Selected ...
African Journals Online (AJOL)
Nneka Umera-Okeke
data. The study findings identified 10 different leadership styles adopted by different ... or non-academic staff, and staff job performance is assessed based on the .... perspectives, firstly as a “process”, which implies that leadership requires ... changes, focusing on the long-term and the big picture, not always doing to save.
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Lin, Wei-Quan; Wu, Jiang; Yuan, Le-Xin; Zhang, Sheng-Chao; Jing, Meng-Juan; Zhang, Hui-Shan; Luo, Jia-Li; Lei, Yi-Xiong; Wang, Pei-Xi
2015-11-20
To explore the impact of workplace violence on job performance and quality of life of community healthcare workers in China, especially the relationship of these three variables. From December 2013 to April 2014, a total of 1404 healthcare workers were recruited by using the random cluster sampling method from Community Health Centers in Guangzhou and Shenzhen. The workplace violence scale, the job performance scale and the quality of life scale (SF-36) were self-administered. The structural equation model constructed by Amos 17.0 was employed to assess the relationship among these variables. Our study found that 51.64% of the respondents had an experience of workplace violence. It was found that both job performance and quality of life had a negative correlation with workplace violence. A positive association was identified between job performance and quality of life. The path analysis showed the total effect (β = -0.243) of workplace violence on job performance consisted of a direct effect (β = -0.113) and an indirect effect (β = -0.130), which was mediated by quality of life. Workplace violence among community healthcare workers is prevalent in China. The workplace violence had negative effects on the job performance and quality of life of CHCs' workers. The study suggests that improvement in the quality of life may lead to an effective reduction of the damages in job performance caused by workplace violence.
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The Role of Relative Intrinsic Aspirations in Chinese Adolescents' Prosocial Behaviors
Fu, Xinyuan; Liu, Xiaolan; Yang, Ying; Zhang, Mengyuan; Kou, Yu
2018-01-01
We examined Chinese adolescents' aspirations and explored the relationship between relative intrinsic aspirations (RIA) and prosocial behaviors and whether adolescents with different levels of RIA have different emphases on self- and other-oriented considerations during prosocial decision making. In Study 1, 236 participants were recruited and…
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Sex Role Identity and the Prediction of Job Performance in Stereotypic Masculine and Feminine Tasks.
Dalessio, Anthony; And Others
Much research on sex roles and their correlates characteristically has been performed in laboratory settings with a college student sample. Job analysis interviews were conducted to extend androgyny research to the work setting. Supervisory performance ratings of job activities and Bem Sex-Role Inventory data were obtained for 135 female nurses. A…
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What is moral about guilt? Acting "prosocially" at the disadvantage of others.
de Hooge, Ilona E; Nelissen, Rob M A; Breugelmans, Seger M; Zeelenberg, Marcel
2011-03-01
For centuries economists and psychologists have argued that the morality of moral emotions lies in the fact that they stimulate prosocial behavior and benefit others in a person's social environment. Many studies have shown that guilt, arguably the most exemplary moral emotion, indeed motivates prosocial behavior in dyadic social dilemma situations. When multiple persons are involved, however, the moral and prosocial nature of this emotion can be questioned. The present article shows how guilt can have beneficial effects for the victim of one's actions but also disadvantageous effects for other people in the social environment. A series of experiments, with various emotion inductions and dependent measures, all reveal that guilt motivates prosocial behavior toward the victim at the expense of others around-but not at the expense of oneself. These findings illustrate that a thorough understanding of the functioning of emotions is necessary to understand their moral nature. (c) 2011 APA, all rights reserved
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Proactivity despite discouraging supervisors: The powerful role of prosocial motivation.
Lebel, R David; Patil, Shefali V
2018-03-26
Although considerable research demonstrates that employees are unlikely to be proactive when they view their supervisors as discouraging this type of behavior, we challenge the assumption that this is true for all employees. Drawing on motivated information processing theory, we argue that prosocial motivation can spark employees to be proactive even when supervisors are perceived as discouraging. Specifically, prosocial motivation may weaken the negative relationship between perceived discouraging supervisor behaviors and proactivity by driving employees to bring about change to impact coworkers or the organization. Because they are less focused on self-interest and more focused on benefitting others, prosocially motivated employees are able to maintain their reason-to (felt responsibility for change) and can-do (efficacy to be proactive) motivation even when supervisors do not welcome proactivity. We test our hypotheses across three studies, using multisource data from employees and supervisors in two organizations (Studies 1a and 1b), and lagged data from employees working in a range of industries (Study 2). By identifying the mechanisms driving prosocially motivated employees to be proactive despite having supervisors who are perceived to be discouraging, we offer novel theoretical and practical insights regarding the effects of context on proactivity at work. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Groen, B.; Wouters, M.; Wilderom, C.
2013-01-01
Involving employees in the development of performance measures often results in better employee job performance. Yet not all prior studies find such a direct effect. This study explains these inconsistent findings. It focuses on the measurement properties of performance measures and using them for
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International Nuclear Information System (INIS)
McAllister, J.E.; Foulke, L.R.
1984-01-01
This paper describes a Competency Analysis Process for the development of training programs. This process is compared and contrasted with the Job/Task Analysis (J/TA) process being completed by the Institute of Nuclear Power Operations (INPO). Such competency/job analysis processes provide a training and performance base which contributes to improvements in human performance. Data presented in this paper reinforces the authors' belief in the value of competency analysis and the development of training programs based on competency analysis
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de Bloom, Jessica; Kinnunen, Ulla; Korpela, Kalevi
2015-07-01
We examined energy management during work, recovery experiences after work and their connections to health, work engagement, and job performance. An online survey was completed by 1208 Finnish employees. Energy management was assessed through 13 strategies and recovery experiences through four experiences. As outcomes of recovery, we examined self-reported health, work engagement, and job performance. On average, employees applied three energy management strategies. The most beneficial strategies were work-related: shifting focus, goal setting, and helping coworkers. Both energy management and recovery experiences contributed to the outcomes. Employees benefit in terms of energy from shifting their focus to positive aspects of their jobs and demonstrating proactive social behavior at work. Recovery processes during and after work are closely connected to each other, to well-being and performance at work.
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van Wingerden, Jessica; Poell, Rob F.
2017-01-01
The present study was designed to gain knowledge of the relationship between employees’ perceived opportunities to craft, their actual job crafting behavior and, in line with JD-R theory, subsequently their work engagement and performance. Although scholars have suggested that employees’ perceived opportunities to craft their job may predict their actual job crafting behavior, which may have consequences for their well-being and performance, no study has examined the relationships between these variables. We collected data among a heterogeneous group of Dutch employees (N = 2090). Participants of the study reported their perceived opportunities to craft, job crafting behavior, work engagement and performance. Results indicated that individuals who experience a high level of opportunities to craft reported higher levels of job crafting behavior. In turn, perceived opportunities to craft and job crafting behavior related to higher levels of work engagement and subsequently performance. We discuss the implications of these findings for theory and practice. PMID:29118729