This study investigated the effects of social motives and speaking structure on the joint outcomes of multi-party negotiations with a dictator-like leader present. It was hypothesized that...Show moreThis study investigated the effects of social motives and speaking structure on the joint outcomes of multi-party negotiations with a dictator-like leader present. It was hypothesized that prosocially motivated groups would achieve higher joint outcomes than pro-self motivated groups, and that structured speaking would improve outcomes for prosocial groups, but worsen them for pro-self groups; similar to previously found results for online negotiations. A 2 (prosocial vs. pro-self motivated) by 2 (structured vs. unstructured speaking) experimental design was used, involving the ‘Aloha Beach Club’ negotiation task with 41 groups of three participants each. ANOVA results showed a significant effect of social motive on the joint outcome, but speaking structure had no significant impact on this. Future research should further explore the underlying factors of online negotiations that influence the effect of social motives on joint outcomes of group negotiations.Show less
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
In this paper, expanding the pie and further integrative negotiation behaviour are researched. This was done with a new negotiation research paradigm, in which participants could include optional...Show moreIn this paper, expanding the pie and further integrative negotiation behaviour are researched. This was done with a new negotiation research paradigm, in which participants could include optional items in the negotiation. In each negotiation dyad, one participant received the instruction to not take initiative on expanding the pie in the negotiation. Furthermore, there were three conditions, in which perceived power was manipulated by either giving the participant that could take initiative a high BATNA, a low BATNA, or an equally low BATNA as the non-initiative negotiator. No significant effects for power on initiating expanding the pie behaviour was found. There was also no significant effect of power on integrative negotiation behaviour. There was a significant effect found of a more integrative negotiation on the subjective value of the participants, for both roles. A significant effect of expanding the pie behaviour on subjective value was also found for the participants with the initiative role, but not for the participants in the non-initiative role. It has to be taken in account that instructions of not being allowed to take initiative on expanding the pie behaviour could have influenced the perceived power of the participants of the negotiation, and thus also on their subjective value.Show less
This research examines organizational communications of social identity value, organizational morality, and organizational humanitarian outward outlook, as likely new predictors of willingness to...Show moreThis research examines organizational communications of social identity value, organizational morality, and organizational humanitarian outward outlook, as likely new predictors of willingness to volunteer for a nonprofit organization (NPO) of people who may be reluctant to start volunteering for such a NPO due to having an identity that is atypical to that NPO. The research involved a between subjects experimental design with four conditions (organizational morality condition, organizational humanitarian outward outlook condition, organizational communications of social identity value condition, versus control condition). Participants were young men (N = 146) who, due to their social identity, were atypical to the nonprofit organization that was presented to them in this study. Analyses of variance (ANOVAs) showed that only the manipulation of organizational communications of social identity value was successful, and the effects of the independent variables were therefore tested with regression analyses. Multiple regression analysis first showed that perceived organizational communications of the value of social identity, and the perceived morality of the nonprofit organization, had a significant direct effect on anticipated respect. Further, multiple regression analysis showed that perceived organizational morality, and perceived organizational humanitarian outlook, have a significant direct effect on appraisal respect. Additionally, a multiple regression analysis revealed that (only) perceptions of the humanitarian outward outlook of the nonprofit organization have a significant direct effect on identification with all humanity (IWAH), while a final multiple regression analysis showed that IWAH and anticipated respect (marginally) have a significant direct effect on willingness to volunteer. Hereafter, mediation regression analyses showed that perceptions of the NPO communicating social identity value, and perceived organizational morality, have a significant indirect effect on willingness to volunteer via anticipated respect. Additionally, mediation regression analysis showed that perceptions of organizational humanitarian outward outlook have an indirect effect on willingness to volunteer via IWAH. Strengths, limitations, and theoretical and practical implications of the research, are discussed, as well as suggestions for future research.Show less
When an organisation offers help, the underlying motive can be strategic. In essence, the act of helping can not only benefit the recipient, but also the actor. How an observer judges the act of...Show moreWhen an organisation offers help, the underlying motive can be strategic. In essence, the act of helping can not only benefit the recipient, but also the actor. How an observer judges the act of helping in terms of warmth and hypocrisy, when it is clear that it is strategic, can fluctuate. This study aimed to investigate what happens when observers were presented with both ambiguous and non-ambiguous motives for strategic helping, offered by both non-profit and for-profit organisations. An experiment was conducted (N = 265) where participants read a scenario with either ambiguous or non-ambiguous strategic help motives, offered to a fictitious population by the different organisations. As predicted, non-profits were judged as warmer than for-profits, and perceived warmth was negatively correlated with perceived hypocrisy. Participants did not rate non-profit organisations as less warm and more hypocritical than for-profit organisations when the strategic motive for helping was non- ambiguous and non-benign. These results contradict our expectations. Our findings showcase the power of moral licensing and how it can affect the evaluation of strategic help motives.Show less
Social mindfulness is a form of active prosocial behaviour. This study (N = 200) investigates whether it is possible for an individual to be socially mindful towards a thirdparty after having...Show moreSocial mindfulness is a form of active prosocial behaviour. This study (N = 200) investigates whether it is possible for an individual to be socially mindful towards a thirdparty after having indirectly perceived a socially mindful interaction, and whether elevation plays a mediating role on the relationship between observed socially mindful behaviour and exhibited socially mindful behaviour. A significant result was expected.The SoMi paradigm was used to measure social mindfulness and a questionnaire was used to measure elevation after presentation of two short stories (based on either a socially mindful, a socially unmindful, and a mixed condition). In contrast to expectations, results showed an insignificant relationship between perceived socially mindful behaviour and exhibited socially mindful behaviour, nor did elevation play a mediating role. This study makes important consideration as it may explain more about the strength of social mindfulness as a concept as well as explain more about its relationship to positive emotions, such as elevation.Show less
This research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of...Show moreThis research addresses employee friendliness (EF) of organizations. It is examined with an online cross-sectional survey study whether among employees (n = 160) indicators of the domains of organizational employee friendliness (i.e., EF-jobs, EF-leadership, EF-policies, EF-work climate) relate to respect and occupational self-efficacy as determinants of work well-being and work performance. A first hierarchical regression analysis showed that a safe and healthy work climate, as an indicator of EF-work climate, related directly and positively to occupational self-efficacy. Furthermore, it was found with bootstrap mediation regression analysis that a safe and healthy work climate (EF-work climate) relates indirectly and positively to work well-being and work performance via occupational self-efficacy as a mediator. A second hierarchical regression analysis showed that a moral, safe, and healthy climate (EF-work climate), work-family support (EF-work policies), and transformational and authentic leadership behaviors (EF-supervision), related directly and positively to respect. Hereafter, bootstrap mediation regression analysis showed that these indicators of domains of organizational employee friendliness related indirectly and positively to work well-being and work performance via respect as a mediator. Theoretical and practical implications, strengths and limitations, and suggestions for further research, are discussed.Show less
While the bystander effect is a common phenomenon, the effects of this non-intervention during critical moments to the victims is not clear. The current retrospective study investigated whether non...Show moreWhile the bystander effect is a common phenomenon, the effects of this non-intervention during critical moments to the victims is not clear. The current retrospective study investigated whether non-intervention of bystanders had an effect on victims who experienced undesired behavior in the workplace. We hypothesized the fulfilment of victims’ four fundamental needs would go down, their self-blame would be higher, their perpetrator blame would be lower, and their negative emotions would be higher because of the non-intervention of bystanders. The data from 150 participants were analyzed and results showed main effects of intervention of bystanders, the need to belong, the need for meaningful existence, and self-blame. Here, passive bystanders affected these needs more negatively than active bystanders. Additional analyses also showed main effects for the need to belong, bystander blame, and positive emotions. However, no main effects were found of the need for control and self-esteem, perpetrator blame, and negative emotions. Practical implications regarding the work environment and awareness are discussed.Show less
The likelihood that someone will accept help is determined by several factors. Research in various fields of study have shown that having a higher need for autonomy decreases likelihood of...Show moreThe likelihood that someone will accept help is determined by several factors. Research in various fields of study have shown that having a higher need for autonomy decreases likelihood of accepting help. Therefore, the current research investigated the effect of need for autonomy on likelihood of accepting help in financial hardship. Furthermore, type of help was tested as a moderator of this effect. It was proposed that the effect would not exist for autonomy-oriented help, since this does not threaten people’s sense of autonomy (contrary to dependency-oriented help, which does threaten sense of autonomy). A survey in which participants were primed with financial hardship was conducted to test these effects. Need for autonomy was measured with the Index of Autonomous Functioning. Both the main effect and interaction effect were non-significant. Several explanations for these findings are proposed, such as a greater tendency to accept help among woman than among man.Show less
We need to trust everyday. But when do we trust a product and to what extent? The time it takes to trust something and how much we trust depends partly on our need for closure (NFC). The current...Show moreWe need to trust everyday. But when do we trust a product and to what extent? The time it takes to trust something and how much we trust depends partly on our need for closure (NFC). The current research aimed to see if there was a difference between high- and low-NFC-individuals in their trust in a product based on the number of stars and the number of reviews. We tested our hypotheses using a three-way interaction between NFC, the number of stars and the number of reviews. Our results showed no difference between high- and low-NFC-individuals in their trust in products based on star reviews. We also ran a similar three-way interaction to see if there was a difference in trust for the star-rating. Again, our results showed no difference. Practical implications and limitations of the studies are discussed.Show less
