This survey study examined precursors of work functioning problems of health-impaired employees. The study had a cross-sectional survey design and employees with chronic mental and/or physical...Show moreThis survey study examined precursors of work functioning problems of health-impaired employees. The study had a cross-sectional survey design and employees with chronic mental and/or physical health issues were recruited for research participation (N = 137). A first multiple regression analysis showed that among health-impaired employees work stress and general distress relate directly and positively to work functioning problems, and that health- related occupational self-efficacy and general occupational self-efficacy do not significantly relate directly and negatively to work functioning problems. Furthermore, a series of multiple regression analyses showed that for health-impaired employees a) organizational inclusiveness relates directly and negatively to health-related stigmatization when controlling for age and gender, and that b) health-related stigmatization is a direct and positive predictor of work stress and general distress, and only a direct and negative predictor of health-related occupational self-efficacy. Hereafter, mediation regression analyses only showed that health- related stigmatization relates indirectly to work functioning problems via work stress as a mediator, and that organizational inclusiveness relates indirectly to work stress and general distress via such health-related stigmatization as a mediator. Finally, the moderation regression analyses showed no influence of preparedness-coping and educating-coping on the association between health-related stigmatization and outcomes. The theoretical and practical implications, and the strengths and limitations and suggestions for future research, of the current study are discussed.Show less
This study examines the role of perceived organizational prestige and its predictors (perceived organizational morality, perceived organizational competence, perceived organizational sociability)...Show moreThis study examines the role of perceived organizational prestige and its predictors (perceived organizational morality, perceived organizational competence, perceived organizational sociability) in the general public’s willingness to donate money to a nonprofit organization. With this, we also examine the mediating role of anticipated respect and the moderating role of perceived need for donations. This research has a 4 cell (perceived organizational morality, perceived organizational competence, perceived organizational sociability versus control) between-subjects factorial design and used a total of 159 members of the general public (50,3% female, 1,3% non-binary; Mage = 34,4 years) from English speaking countries (the US, the UK, Ireland and Canada) as research participants. A first series of ANOVAs showed our manipulations to be effective in instilling perceptions of organizational morality, competence and sociability. A second series of ANOVAs indicated that only the morality of the nonprofit organization raised the perception of organizational prestige in our participants. A multiple regression analysis showed that perceived organizational prestige, while controlling for age and gender, related directly and positively to anticipated respect received when donating to a nonprofit organization. Mediation analysis showed a significant indirect effect of perceived organizational prestige on willingness to donate via anticipated respect as a mediator. A second and third mediation analysis showed a significant indirect effect of perceived organizational morality on willingness to donate, via organizational prestige as well as via anticipated respect as mediators. Moderation analysis showed no support for the notion that perceived need for financial donations strengthens the effect of organizational prestige on donation willingness. Theoretical implications, practical implications and limitations are discussed.Show less
In this research, in the context of marketing, the influence of psychological ownership of the organization and its predictors (intimate knowledge and investment of the self) on the willingness to...Show moreIn this research, in the context of marketing, the influence of psychological ownership of the organization and its predictors (intimate knowledge and investment of the self) on the willingness to donate to non-profit organizations among members of the general public was examined. A between participants experimental design with three conditions, namely a marketing campaign instilling intimate knowledge of the organization, a marketing campaign instilling investment of the self in the organization, and a marketing campaign without any manipulations (control condition), was used. Participants were recruited via the online data platform Academic Prolific (n = 78). Analyses of variance (ANOVA) showed that the manipulations of the research were successful. Thereafter, a hierarchical regression analysis showed a positive and significant direct relation of psychological ownership of the organization with willingness to donate. Then, a one-way ANOVA demonstrated that participants allocated to the ‘intimate knowledge’ - condition reported significantly more psychological ownership of the organization than participants allocated to the control condition. Another one-way ANOVA suggested that participants allocated to the ‘investment of the self in the organization’ - condition reported more psychological ownership of the non-profit organization than participants allocated to the control condition, however, this effect was not found to be significant. Subsequently, a mediation regression analysis showed that having intimate knowledge of the organization relates indirectly and significantly to the willingness to donate to the organization among people targeted by a marketing campaign, through psychological ownership of the organization as a mediator. Theoretical and practical implications, limitations, and suggestions for further research, will be discussed.Show less
‘Perceived psychological contract violation’ refers to the idea of members of organizations that the organization does not meet their expectations, and is predicted to have negative consequences...Show more‘Perceived psychological contract violation’ refers to the idea of members of organizations that the organization does not meet their expectations, and is predicted to have negative consequences for organizations. Accordingly, this study examined among financial donors of charitable organizations a) whether violation of the psychological contract undermines the willingness to donate money to the charitable organization, and b) the psychological processes that may make financial donors perceive a violation of the psychological contract. The research participants were members of the Amazon Mechanical Turk online platform who adopted the role of financial donor (n = 91). The research had a consecutive 1X2 experimental design. Specifically, the participants were first randomly allocated across the experimental condition about investment of the organization in helping its clientele and sustaining the relationship with donors (high/low). Thereafter, those participants who had been assigned to the ‘low investment condition’ were randomly allocated across an experimental condition about justification for the low investment (yes/no). As predicted, ANOVAs showed that financial donors who were presented information about low investment of the organization in helping its clientele and sustaining the relationship with donors reported the least perceived organizational reciprocity, integrity, and transparency. A second ANOVA indicated that for the participants allocated to the ‘low direct investment’-condition, the justification for the low investment did not influence perceived organizational reciprocity, integrity or transparency. Further, moderation regression analysis showed that the trust of financial donors in the charity does not weaken the negative effects of low investment on perceived organizational reciprocity, integrity or transparency. Finally, regression analyses showed that among financial donors, perceived non-reciprocity and non-integrity of the organization instill perceived psychological contract violation as a predictor of willingness to donate, negative word-of-mouth, and perceived organizational prestige. Theoretical and practical implications, limitations, and suggestions for new research are discussed.Show less
This study focuses on the role that psychological ownership of the organization, organizational identification, and their predictors, play in the willingness of volunteers (i.e., unpaid workers) to...Show moreThis study focuses on the role that psychological ownership of the organization, organizational identification, and their predictors, play in the willingness of volunteers (i.e., unpaid workers) to promote the membership of the non-profit organization and stay a volunteer with the non-profit organization. Also, it is examined whether openness to diversity helps in increasing the willingness of volunteers to promote the membership of the non-profit organization to persons who belong to groups that are currently underrepresented within the organization. We conducted a survey study and the sample of the research included volunteers with different types of volunteer jobs and organizations (n = 84). The data were analyzed with multiple regression analyses, mediation regression analyses, and moderation regression analyses. The main results showed that among volunteers the identification with the organization, but not the psychological ownership of the organization, had a direct and positive relation with respectively willingness to promote and intent to remain. Furthermore, it was found that among volunteers having control within the organization relates directly and positively to psychological ownership of the organization, while self-investment relates directly and positively to identication with the organization and to the intent to remain a volunteer via organizational identification. Finally, it was found that among volunteers openness to diversity as a moderator strengthens the effect of organizational identification on the willingness to promote the membership of the organization to persons who belong to groups that are currently underrepresented within the organization. The theoretical and practical implications of these findings, and limitations of the current study and suggestions for further research, are discussed.Show less
This study examines power threat induced by work group members and disrespect conveyed by work group members as predictors of destructive leadership behaviours of group leaders, mediated by anger...Show moreThis study examines power threat induced by work group members and disrespect conveyed by work group members as predictors of destructive leadership behaviours of group leaders, mediated by anger and acceptance anxiety. The moderating roles of the personality traits Machiavellianism and agreeableness are also addressed. A 2x2 full factorial design was used (power threat: high vs. low, disrespect: high vs. low). 134 students from Leiden University were randomly assigned to the conditions as research participants. ANOVAs showed that disrespect from subordinates instils anger and acceptance anxiety in work group leaders. Power threat also instils anger and acceptance anxiety in work group leaders. Mediation analysis showed that disrespect, through anger, leads to destructive leadership. Mediation analysis also showed that disrespect and power threat, through acceptance anxiety, do not lead to more constructive leadership. Moderation analysis showed that Machiavellianism moderates the effects of disrespect on acceptance anxiety. The implications of this study, as well as limitations and suggestions for future research are discussed.Show less
Identification with all humanity is an important construct for solving global issues but is often hard to achieve. Based on Optimal Distinctiveness Theory, it was predicted that exposure to a dual...Show moreIdentification with all humanity is an important construct for solving global issues but is often hard to achieve. Based on Optimal Distinctiveness Theory, it was predicted that exposure to a dual identity (comprising the most abstract social category: humanity in combination with another social category) could lead to a stronger identification with all humanity. With a dual identity, the excessive inclusiveness of humanity is compensated by the distinctiveness of a less inclusive social identity. The research started with a pre-measurement, then people were exposed to a dual identity in which humanity was combined with a social category (the neighborhood, city/village, the Netherlands, or Europe). Distinctiveness, inclusiveness, the degree of identification with the social category, and harmony with humanity were measured. After this manipulation, people completed the IWAH questionnaire, and their attitude towards global problems was measured. The results showed no significant difference between the experimental conditions and the control condition on identification with all humanity after the exposure to dual identity. However, people exposed to very inclusive social categories created more identification with all humanity and experienced more harmony than people in the less inclusive social category conditions. A relationship was found between identification with all humanity and a positive attitude towards solving global problems. Results are discussed in terms of a successful but reversed effect of dual identity. Theoretical and methodological reasons for the reversed effect are discussed and suggestions for further research are given.Show less
The current research investigated how a third-party observer interprets a request for help from the high-status group to the low-status group as a sign of gentle dominance. Gentle dominance was...Show moreThe current research investigated how a third-party observer interprets a request for help from the high-status group to the low-status group as a sign of gentle dominance. Gentle dominance was operationalized as a combination of two helping motives: inclusion and superiority. We expected that participants in the stable status relationship condition would more often attribute a high-status group's request for help to a low-status group to be rooted in a gentle dominance motive compared to participants in the unstable status relationship condition, but only when the two groups had a common identity rather than separate identities. Participants were randomly assigned to one of the four conditions of a 2 (Stability: stable vs. unstable) x 2 (Identity: common identity vs. separate identities) between-subjects experimental design. Results from an online questionnaire (N = 212) did not support previous research and our predictions that both a stable status hierarchy and the presence of a common identity were attributed to the gentle dominance motive. Exploratory analyses showed that participants perceived more prosocial emotions, from the requesting high-status group to the low-status group, when the groups had a common identity. Conversely, more negative emotions were found in the separate identities condition and unstable status relations, indicating that the high-status group wants to protect their high-status position. Implications of these findings in help-seeking as the high-status group are discussed.Show less
Gentle dominance is a motive for a group with a relative higher status to seek help from a group with a relative lower status. It combines a desire to improve the relationship between the groups,...Show moreGentle dominance is a motive for a group with a relative higher status to seek help from a group with a relative lower status. It combines a desire to improve the relationship between the groups, while trying to maintain the superior position of the high-status group. This could also distract the low-status group from the status difference. We expected that in order for gentle dominance to occur, the status difference between the two groups should not be likely to change (stable) and the two groups should have to share a part of their identities (common identity). To test this, we set up an online survey in which participants read a description of a situation in which the stability and identity of a pair of high- and low-status groups was manipulated. In this scenario the high-status group had to ask for help from the low-status group. The participants (N = 212), who served as observers of this situation, had to indicate on a questionnaire to what extent different possible motives for asking for help applied to the situation. The motives were: Gentle dominance, inclusion, superiority, actual help, assistance and exploitation. For each of the six motives an ANOVA on stability and identity was carried out and no significant effects were found. We concluded that stability and identity did not have an effect on the perception of the six motives. This is possibly because participants were not directly involved in the scenario. Further research is needed on this relatively new topic.Show less
