Abusive Supervision and Organizational Dehumanization The original version of the article inadvertently included a table titled "Data transparency table (Study 2)" at the end of the manuscript. This table should not have been published. The authors regret this error.

Correction to: I Do Not Want to Trust You, but I Do: on the Relationship Between Trust Intent, Trusting Behavior, and Time Pressure In the original version of the article, unfortunately, some values were shifted by one column in the correlation table under Study 2 and were misaligned with the corresponding variable pairs.

Do Findings from Laboratory Experiments on Preferential Selection Generalize to Cognitively-Oriented Tasks? A Test of Two Perspectives Abstract This investigation examined whether previous findings in preferential selection using laboratory simulations, which have used leadership tasks and perceived performance, generalize to cognitively oriented tasks and actual performance. We tested competing perspectives derived from two theoretical accounts of stereotype threat theory: regulatory focus and executive control interference. Non-stigmatized (Whites and Asians) and stigmatized (Hispanics and Blacks; total n = 513) individuals first took a cognitive ability test to be selected for a subsequent task and a chance to win a cash prize. They were then randomly assigned to an explanation concerning selection for a proofreading task based on merit, gender, or race. Results tended to support the regulatory focus view. The main study showed there were no significant differences in performance quantity or quality among participants who were selected based on merit or gender. Among those selected on race, stigmatized participants had lower performance quantity but higher performance quality (i.e., they were slower but more accurate) than non-stigmatized participants. A follow-up study (n = 252) found that stigmatized people selected based on race had more prevention concerns than non-stigmatized people. We discuss previous findings in preferential selection research utilizing experiments and conclude that the regulatory focus perspective can account for these results. Our research also shows that by using different outcomes, it is possible to qualify the allegedly harmful effects of preferential selection. This study is the first to experimentally examine the effects of preferential selection on actual task performance in cognitively oriented tasks.

Lay Beliefs About Attention to and Awareness of the Present: Implicit Mindfulness Theory (IMT) and Its Workplace Implications Abstract While mindfulness (attention to and awareness of the present) has received growing attention from scholars and practitioners, little is known regarding how employees’ lay beliefs about the fixedness versus malleability nature of mindfulness can guide their work behaviors. To address this issue, we proposed the concept of implicit mindfulness theory (IMT) and developed and validated a new measure tapping this construct (with three items in the final scale). Across six studies, we found that the new measure had satisfactory reliabilities, validities, and other psychometric properties and also proved useful in predicting individuals’ voice, production deviance, and in-role behaviors in the workplace. Some individuals in our studies were inclined to view mindfulness as a relatively fixed quality rather than as an attribute developable through time and effort investments. We also found that while IMT had a direct relationship with voice (study 4), IMT modified the relationship between feedback from others at work and production deviance (study 5) or in-role behaviors (study 6); feedback from others at work was significantly related to production deviance or in-role behaviors only among IMT entity theorists. Notably, IMT had predictive validity above and beyond a measure of dispositional mindfulness. The insights provided by our studies highlight the need to better understand the individual difference of IMT and its workplace implications.

The Dark Triad and Organizational Citizenship Behaviors: the Moderating Role of High Involvement Management Climate Abstract The present study extends research related to the dark triad (DT) personality traits, Machiavellianism, narcissism, and psychopathy, by demonstrating a managerial action that mitigates negative behaviors traditionally associated with the DT. Drawing from self-determination theory, we suggest that a high involvement management climate acts as an important boundary condition influencing the relationship between subordinate DT personality traits and subordinate organizational citizenship behaviors (OCB). In a sample of 97 work groups, comprised of 298 employees, we find general support for our predictions that a high involvement management climate affects the rate at which Machiavellians and narcissists engage in OCB. Results from the present study are important for theory and practice alike because research has yet to identify actions managers can take to help combat detrimental effects of the DT in the workplace.

Understanding Franchisee Performance: The Role of Personal and Contextual Resources Abstract This study examined central propositions of conservation of resources theory in a unique work context, specifically, the associations of franchisee personal and contextual resources with franchisee performance. Data were collected from 1570 Australian franchisees from 35 different franchise networks, with franchisee financial performance and franchise citizenship rated by the franchisor executives responsible for supervising these franchisees. Franchisee proactivity, optimism, family support, and perceived organizational support were positively associated with financial performance. Franchisee affective commitment, family support, and perceived organizational support were positively associated with franchise citizenship. Moderation analyses further revealed that, at higher levels of family support, there was a positive relationship between franchisee optimism and franchisee citizenship. In addition, multilevel analyses showed that low levels of aggregated organizational support (i.e., lower means at the franchise network level) nullified the positive association of franchisee proactivity with financial performance. The findings provide valuable insights into the personal and contextual resources that are linked to performance in the context of franchising, yielding practical implications for how franchisors select, develop, and support franchisees. We apply propositions of conservation of resources theory to a unique work context and demonstrate that franchisee personal and contextual resources are associated with franchisee citizenship and financial performance.

A story of gains and losses: intra-individual shifts in job characteristics and well-being when transitioning to a managerial role Abstract Building on conservation of resources theory, we examined the duality inherent in one of the most significant work-related transitions an employee may go through: becoming a manager. Specifically, we explored intra-individual resource gains (i.e., increases in participation in decision-making) and resource losses (i.e., increases in time pressure) and their associations with intra-individual shifts in well-being (i.e., job satisfaction, exhaustion, and work-to-family conflict) when employees transitioned to a managerial position. In addition, we examined whether new managers’ perceived ability to detach from work during nonwork time moderated these processes. Multilevel analyses among 2052 individuals demonstrated that individuals experienced both a resource gain and a loss when they became managers. As expected, there was an indirect effect of the transition to a managerial position to an increase in job satisfaction via an increase in participation in decision-making. Additionally, there were indirect effects of the transition to a managerial position to an increase in both exhaustion and work-to-family conflict via an increase in time pressure. In line with the hypotheses, we found that new managers who perceived that they were able to detach well experienced a weaker increase in exhaustion and work-to-family conflict (as transmitted via an increase in time pressure). Contrary to the hypothesis, perceived ability to detach reduced the increase in job satisfaction (as transmitted via an increase in participation in decision-making). Our findings shed light on the intra-individual processes that occur when employees become managers, indicating that this transition can be a “double-edged sword.”

Effect of Workplace Incivility on OCB Through Burnout: the Moderating Role of Affective Commitment Abstract In the current study, we used a time-lagged design to examine burnout as a potential mediator in the relationship between workplace incivility and organizational citizenship behavior (OCB), and affective commitment as a moderator on the relationship between workplace incivility and burnout. Results based on data from 168 full-time employees in North America showed that workplace incivility had a significant indirect effect on OCB through burnout. In addition, the positive effect of workplace incivility on burnout was stronger for individuals with higher affective commitment, suggesting that workplace incivility could be more detrimental to individuals who are more committed to their organizations. Our findings contribute to the literature by demonstrating the mediating role of burnout and the moderating role of affective commitment in the relationship between workplace incivility and OCB.

Abusive Supervision and Organizational Dehumanization Abstract Across three studies, we examined whether and to what extent experiencing abusive supervision leads employees to feel dehumanized by their organization and explored the consequences of this relationship. First, an experimental study manipulating abusive supervision shows that abusive supervision leads to organizational dehumanization perceptions, which in turn have negative consequences (i.e., decreased employees’ job satisfaction, affective commitment, and increased turnover intentions). Based on a cross-lagged panel design, Study 2 confirmed the directionality of the relationship between abusive supervision and organizational dehumanization, by showing the antecedence of abusive supervision on organizational dehumanization. Finally, the results of Study 3 indicated that the indirect effects of organizational dehumanization in the relationships between abusive supervision on the one hand and job satisfaction, affective commitment, and turnover intentions on the other hand are moderated by perceived coworker support.

Experience Sampling Response Modes: Comparing Voice and Online Surveys Abstract When conducting experience sampling studies, one important decision that researchers must make is the method by which surveys are administered. Dozens of reviews and recommendations cover types of response modes, including paper and pencil, online survey, and interactive voice response. However, few studies have empirically tested differences across response methods, and no studies have compared online surveys to interactive voice response surveys. Using a time-based experience sampling design, the present study investigates differences in compliance, data quality, and participant burden when using interactive voice response and online surveys. Results indicate no differences in terms of compliance rates and number of responses between the two methods. Interactive voice response produced lengthier qualitative responses, although there were no differences in the clarity of qualitative responses. Finally, online surveys may alleviate time burden, particularly as the number of items increases.