Yes / Rationale: The Reasoned Action Approach (RAA) developed out of the Theory of Reasoned Action and Theory of Planned Behavior but has not yet been widely applied to understanding health behaviors. The present research employed the RAA in a prospective design to test predictions of intention and action for groups of protection and risk behaviors separately in the same sample. Objective: To test the RAA for health protection and risk behaviors. Method: Measures of RAA components plus past behavior were taken in relation to eight protection and six risk behaviors in 385 adults. Self-reported behavior was assessed one month later. Results: Multi-level modelling showed instrumental attitude, experiential attitude, descriptive norms, capacity and past behavior were significant positive predictors of intentions to engage in protection or risk behaviors. Injunctive norms were only significant predictors of intention in protection behaviors. Autonomy was a significant positive predictor of intentions in protection behaviors and a negative predictor in risk behaviors (the latter relationship became non-significant when controlling for past behavior). Multi-level modelling showed that intention, capacity, and past behavior were significant positive predictors of action for both protection and risk behaviors. Experiential attitude and descriptive norm were additional significant positive predictors of risk behaviors. Conclusion: The RAA has utility in predicting both protection and risk health behaviors although the power of predictors may vary across these types of health behavior. / Data collection for this research was funded by a grant from the British Academy to the first three authors.

Yes / Background: Reasoned action approach (RAA) includes subcomponents of attitude (experiential/instrumental), perceived norm (injunctive/descriptive), and perceived behavioral control (capacity/autonomy) to predict intention and behavior. Purpose: To provide a meta-analysis of the RAA for health behaviors focusing on comparing the pairs of RAA subcomponents and differences between health protection and health-risk behaviors. Methods: The present research reports a meta-analysis of correlational tests of RAA subcomponents, examination of moderators, and combined effects of subcomponents on intention and behavior. Regressions were used to predict intention and behavior based on data from studies measuring all variables. Results: Capacity and experiential attitude had large, and other constructs had small-medium-sized correlations with intention; all constructs except autonomy were significant independent predictors of intention in regressions. Intention, capacity, and experiential attitude had medium-large, and other constructs had small-medium-sized correlations with behavior; intention, capacity, experiential attitude, and descriptive norm were significant independent predictors of behavior in regressions. Conclusions: The RAA subcomponents have utility in predicting and understanding health behaviors.

Several tools and practices have been developed in the innovation management field to support individuals and organizations in their innovation journeys. It is of high interest to understand how the actions and decisions of people affect the innovation process, both on a micro and macro level. The actions of individuals, teams, and upper management in organizations directly or indirectly affect innovation. It becomes interesting to understand such behaviors. The aim of this master’s thesis is to explore and compile a list of human behaviors that drive innovation on three levels: individual, team, and organization. This qualitative study was conducted in Sweden using semi-structured interviews with experienced professionals in the innovation management field. The research also includes defining and understanding key terms that are necessary for exploring and identifying innovation behaviors and offers analogies to support this understanding. An extensive literature review is used to find the initial set of innovation behaviors, and the analysis is developed. The key findings of this research reveal innovation behaviors in 11 categories of individual innovation behaviors, 5 categories of team innovation behaviors, and 6 categories of organizational innovation behaviors. Each category is developed in detail and a list of innovation behaviors is prepared. The implications of this thesis are twofold. Firstly, an extensive theoretical base is developed to understand innovation behaviors in a unified framework. Several new innovation behaviors are identified in empirical results that were not found in the scientific literature. This thesis also provides an actionable base for ‘how to innovate’ questions. Secondly, the results can be used by professionals on a practical level. Individuals, teams, and organizations can educate themselves about innovation behaviors and adopt them during their innovation projects. The upper management in companies can use these innovation behaviors to develop a culture that is supportive of innovation and take innovation-abling actions for their organizations. Innovation professionals can use these behaviors as a tool to support their teams in taking better actions for innovation. Furthermore, researchers can advance the understanding of factors influencing innovation and develop advanced tools and practices as a guide to innovation. / Flera verktyg och metoder för innovation har utvecklats för att stödja individer och organisationer. Det är av stort intresse att förstå hur människors handlingar och beslut påverkar innovationsprocessen. Handlingar från individer, team och högsta ledning i organisationer påverkar direkt eller indirekt innovation. Det är av intresse att förstå sådana beteenden. Syftet med detta examensarbete är att utforska och sammanställa en lista över mänskliga beteenden som driver innovation på tre nivåer: individ, team och organisation. En kvalitativ studie genomfördes i Sverige med hjälp av semistrukturerade intervjuer med erfarna praktiker inom innovationsledningsområdet. Forskningen inkluderar också att definiera och förstå nyckeltermer som är nödvändiga för att utforska och identifiera innovationsbeteenden och erbjuder analogier för att stödja denna förståelse. En omfattande litteraturgenomgång har genomförts för att hitta den initiala uppsättningen av innovationsbeteenden, och analysen av de empiriska resultaten har vidare utvecklat denna. De viktigaste resultaten av denna forskning visar på innovationsbeteenden i 11 kategorier av individuella innovationsbeteenden, 5 kategorier av teaminnovationsbeteenden och 6 kategorier av organisatoriska innovationsbeteenden. Varje kategori har redogjorts för i detalj och en lista över innovationsbeteenden presenterats. Implikationerna av detta examensarbete är tvåfaldiga. För det första utvecklas en omfattande teoretisk bas för att förstå innovationsbeteenden i ett enhetligt ramverk. Flera nya innovationsbeteenden identifierades i de empiriska resultaten som inte återfanns i den vetenskapliga litteraturen. Resultaten ger också en handlingsbar bas för "hur man innoverar"-frågor. För det andra kan resultaten användas i praktiken. Individer, team och organisationer kan utbilda sig själva om innovationsbeteenden och anamma dem i sina innovationsprojekt. Den högsta ledningen i företag kan använda dessa innovationsbeteenden för att utveckla en kultur som stödjer innovation och vidta innovationsfrämjande åtgärder för sina organisationer. Innovationsledare kan använda listan med innovationbeteenden som ett verktyg för att stödja sina team i att vidta bättre åtgärder för innovation. Dessutom kan forskare främja förståelsen av faktorer som påverkar innovation och utveckla avancerade vertyg och metoder som vägledning för innovation.

Tyrimo objektu pasirinktas krepšininkių ir trenerių garbingas ir negarbingas elgesys rungtynių metu. Tyrimu buvo siekta išsiaiškinti garbingo ir negarbingo krepšininkių ir trenerių elgesio rungtynių metu raišką. Šiam tikslui pasiekti buvo išsikelti tokie uždaviniai: išsiaiškinti krepšininkių garbingo ir negarbingo elgesio rungtynių metu raišką pagal amžių; išsiaiškinti krepšininkių garbingo ir negarbingo elgesio rungtynių metu raišką pagal rungtynių eigą; išsiaiškinti krepšininkių garbingo ir negarbingo elgesio rungtynių metu raišką pagal galutinį rezultatą; išsiaiškinti trenerių garbingo ir negarbingo elgesio rungtynių metu raišką bei jo tarpusavio ryšį su krepšininkių elgesiu. Tyrime buvo išsikeltos keturios hipotezės: H1 – jaunesnėms krepšininkėms, lyginant jas su vyresnėmis, būdingesnis garbingas elgesys rungtynių metu; H2 – antroje rungtynių dalyje daugiau pasireiškia krepšininkių negarbingas elgesys; H3 – kuo rezultatas lygesnis, tuo mažiau pastebima pagarbos varžovei ir daugiau prieštaravimų teisėjo sprendimams; H4 – negarbingas trenerių elgesys bus susijęs su krepšininkių negarbingu elgesiu. Rungtynių metu buvo fiksuojamas krepšininkių ir trenerių garbingas ir negarbingas elgesys stebėjimo protokole. Stebėjimas atliktas stebint Lietuvos moksleivių krepšinio lygos rungtynes. Tyrime dalyvavo 14-17 metų amžiaus merginos, žaidžiančios krepšinį. Stebėjime dalyvavo 23 komandos. Buvo atliktas 40 rungtynių stebėjimas. Stebėjimas atskleidė, kad rungtynių metu dominuoja... [toliau žr. visą tekstą] / The object of the paper is behavior in female basketball players and coaches during the basketball match. The purpose of this study is to define the expression of fair and unfair behaviors in female basketball players and coaches during the basketball match. In order to execute a purpose of this study, the following objectives were set: to find out the expression of fair and unfair behaviors in female basketball players during the basketball match according to basketball players’ age; to find out the expression of fair and unfair behaviors in female basketball players during the basketball match according to its development; to find out the expression of fair and unfair behaviors in female basketball players during the basketball match according to the final outcome; to find out the expression of fair and unfair behaviors in coaches and to find out the relationship between behaviors of coaches and basketball players. This research was focused on four hypotheses: H1 – younger basketball players demonstrate more fair behaviors during the basketball match; H2 – there are more common unfair basketball players’ behaviors during the second part of the match; H3 – the more equal the result is, the less respect towards the competitor and referee’s solutions is noticed; H4 – unfair coaches’ behaviors are related to unfair basketball players’ behaviors. Observed fair and unfair behaviors in basketball players and coaches were measured by recording their frequency in observation... [to full text]

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Ethics is a topic of great importance for professional school psychologists. The National Association of School Psychologists’ (NASP) Principles for Professional Ethics is a document that originated in 1974 and was most recently revised in 2010. The function of this document is to guide school psychologists’ conduct in their professional careers. This study examines the content of school psychology journals, the NASP school psychology newspaper, and NASP convention abstracts from the last 16 years to evaluate the ethical topics being discussed within the school psychology community. A search of the publications related to ethics provides answers to several questions while highlighting the contemporary concerns and interests of school psychologists. The findings of this study include the representation of ethical issues in four domains to varying degrees. The greatest topics of interest and concern for school psychologists were found to be related to assessments and interventions while issues related to professional behaviors seem underrepresented in the literature.

A variety of factors have been shown to be associated with environmental attitudes but few studies demonstrate a link between these factors and pro-environmental behaviors. This study examined how a future temporal perspective, environmental altruism, and hope are related to (1) engaging in pro-environmental behaviors and (2) length of time engaging in pro-environmental behaviors. Participants completed the Zimbardo Time Perspective Inventory (Zimbardo & Boyd, 1999), a measure of pro-environmental behaviors based on altruistic reasoning, the Trait Hope Scale (Snyder et al., 1991), and a self-report measure which requested that participants estimate how long they have engaged in pro-environmental behaviors. Statistical analyses supported the relationship between altruism and pro-environmental behaviors, however, the role of hope and a future orientation were not supported as potential motivators associated with engaging in pro-environmental behaviors. Altruism continues to be associated with engaging in pro-environmental behaviors, however, it is still unclear what moderates this relationship. Moreover, this research highlights the likelihood that engaging in pro-environmental behaviors is influenced by a complex web of motivating factors.

There is increasing evidence that relational behaviors play a role in helping firms improve the performance of their strategic alliances, but there is still a preponderance of attention given to firm level elements and a dearth of literature investigating lower levels of analysis. This has helped create a "managerial relevance gap" (Bell, den Ouden, & Ziggers, 2006) between theoretical and operational requirements. This study attempts to fill one portion of that gap by investigating individual and team level factors that shape decisions to promotively collaborate with partners in alliances. The question of interest in this paper was whether supervisors and workgroup peers influence individuals to collaborate in an alliance, and whether those individuals consequently perform collaborative behaviors that improve performance. An analysis of survey responses from 1,242 members of a pharmaceutical sales organization produced three key findings. The first indicates that individuals' attitudes toward collaboration are related to collaborative behaviors, and that these behaviors in turn are positively related to performance. The second outcome of the study shows that attitudes of one's peer group do influence collaborative attitudes while those of one's supervisor do not. Third, there is an insignificant relationship between collaborative attitudes and performance. While evidence of indirect effects mediation was shown, it is therefore not possible to demonstrate either a full or partial mediation effect between collaborative attitudes and performance. These findings, along with the limitations of this study, are discussed. Finally, implications for future research and managerial practice are explored.

Introduction: Currently there are approximately 1.2 million people in the United States living with HIV and it is estimated that 25.6% of HIV-positive adults suffer from depression. The purpose of this study is to examine the contribution of depression on substance use and medication adherence specifically among HIV-positive adult Georgians receiving medical care for HIV. Methods: Secondary data with a probability sample of 608 HIV-positive adults who took part in the 2009-2012 Georgia Medical Monitoring Project (MMP) were analyzed. Descriptive analysis and multivariate logistic regression models were conducted to assess relationships between depression with current cigarette smoking, injection drug use, other non-injection drug use, and medication adherence, adjusting for sociodemographic covariates (age, gender, race, and education). All analyses accounted for non-response and complex sampling design and were performed using SAS 9.2 (Cary, NC). Results: Among HIV-positive adults in Georgia, approximately 9.2% met the criteria for major depression; 15.2% of women and 6.9% of men had major depression. Heterosexual adults also had a higher percentage of major depression (11.9%) compared to adults who identified as bisexual (8.3%) or homosexual (6.1%). Major depression was also highest among young adults (17.1%) and adults with high school diploma or GED (13.0%). Major depression was associated with a greater odds of current cigarette smoking (3.04; 95% CI: 1.48, 6.23); injection drug use (5.62; 95% CI: 0.96, 32.81), and other non-injection drug use (2.17; 95% CI: 1.10, 4.25), after adjusting for sociodemographic variables. Major depression was also associated with a greater odds of ART medication non-adherence, 2.52 (95% CI: 1.20, 5.28), after adjusting for gender. Conclusion: As previously found in the general population, we found significant associations between depression and smoking and other non-injection drug use among HIV-positive adults. Major depression was also associated with a greater odds of ART medication non-adherence, which is also consistent with the literature. Because HIV-positive adults have ongoing encounters with healthcare providers, screening and treatment for depression and other co-morbid substance use is needed to reduce an additional health burden in this population.

This dissertation provides a cultural-cognitive perspective on the relationship between cooperation and competition within organizations. Instead of explicitly defining the relationship between cooperation and competition, I examine lay beliefs about the relationship and the impact of these beliefs on perceptions and behavior. This dissertation consists of two studies. In the first study, I examine the role of peoples’ categorization of competitive behaviors as cooperative or non-cooperative in teams. I assess the influence of dialectical reasoning, a culturally-shaped reasoning style, on the categorization of competitive behaviors and the reaction to competitive behaviors within teams. I test my predictions with a laboratory experiment with participants in the US and China. The analyses from this study reveal cultural differences in perceptual and behavioral reactions to competitive behaviors, with differences partially attributed to reasoning style and categorization. In the second study, I examine the role of people’s categorization of competitive behaviors as cooperative or non-cooperative in working relationships. I assess the influence of culture and categorization on people’s ego-centric network of working relationships. I test my predictions with a survey of working professionals in the US and China. The analyses from this study demonstrate that people who categorize certain competitive behaviors as cooperative are more likely to be more cooperative with people they are more competitive with instead of having exclusively cooperative or competitive relationships. The analyses also reveal national cultural differences in people’s networks of working relationships that are partially attributable to categorization of competitive behaviors. By empirically connecting culture and reasoning style to cooperative and competitive behavior in teams and working relationships, this research enhances our understanding of fundamental aspects of organizations, suggesting a new approach to examining the influence of societal factors in behavior within organizations. / text