Despite considerable theoretical interest in the social functions of gossip, to date there has been very little empirical research conducted examining the social consequences of gossip. This study will apply an experimental lab manipulation to explore the conditions under which different types and different frequencies of gossip affect certain attitudes—power and liking—towards gossipers. Within the context of a modified dictator game, confederates communicated three types (prosocial, self-relevant, and neutral) and two frequencies (low and high) of gossip to participants. Results were expected to show that high frequency gossipers would be perceived as more powerful than low-frequency gossipers. Perceptions of power were also predicted to differ across the three types of gossip conveyed. Moreover, I hypothesized that self-relevant and prosocial gossipers would be significantly more likable more than neutral gossipers. Lastly, frequency was expected to have different effects on liking depending on whether the gossip transmitted was neutral or not. Results did not confirm any of the main hypotheses. However, this study has established a strong theoretical foundation for examining how others perceive gossipers by helping clarify key social functions of gossip and shed light on reputational ramifications for those who gossip.

The purpose of this qualitative study was to find common themes among Latina leaders. This study aimed to identify the leadership styles and leadership qualities unique to Latina leaders. It also analyzed the factors that have contributed to or inhibited the advancement of Latina leaders, as well as the challenges they have faced during their journey to the top. Sixteen Latina leaders, representing a variety of sectors, were interviewed by the author asking each one to share her story of what has influenced the leader she has ultimately become. Three predetermined general research questions served as a basic structure for the interview, but the format of the interview was meant to be a conversational style. The themes that recurred throughout the sixteen interviews with Latina leaders were grouped under the corresponding research question and were analyzed using various quotations from the interviewees themselves. The essential themes that emerged included: a) transformational leadership; b) authentic leadership; c) leadership qualities—New Latina, visionary, and marianismo; c) successful educational attainment; d) family influence; e) networking; f) internal barriers; and g) family obligations. This study expanded the knowledge and research of the unique characteristics of Latina leadership and identified ways of preparing the next generation for achieving success and advancing the rise of Latinas in significant leadership positions.

The aim of this research is to examine the relation between the change in globalization and change in personal values (work and general life values). An analysis across 28 years and 53 countries suggests that changes in different personal values have different relations with the change in globalization. Moreover, this relation is influenced by the demographic characteristics of the sample. The present research contributes to the literature in the following ways: 1) linking globalization (an economic concept) and personal values (a psychological concept), 2) providing an analysis of the relation between the change in personal values and the change in globalization across 28 years and 53 countries, 3) using an objective measure of globalization to examine the globalization phenomenon, and 4) including a large number of personal values (12 values) which provides a rich source of information.

Members of distributed teams often have difficulty sharing unique information with their teammates during decision making tasks. These communication problems may hinder the development of cognitions that allow team members to reach a similar understanding of the content and structure of task information. The C-MAP intervention (Rentsch, Delise, & Hutchison, 2008) was designed to assist team members in sharing their information through behaviors that convey the content and structure of information by using specific communication behaviors and developing a knowledge object. In the present study, the knowledge object took the form of a white board where information was posted and organized. The development of the team knowledge object was the focus of the study. Using the knowledge object, team members could post a piece of unique information, highlight it, and organize it into clusters, thereby illustrating the content and structure of information through knowledge object development (KOD) behaviors. The present study evaluated the relationships among four types of KOD behaviors (posting content, highlighting content, conveying structure within domain, and conveying structure across domains) used to externalize pieces of unique information and two team cognition variables (transferred and interoperable knowledge) that develop with respect to each piece of unique information. Results provided evidence that posting content behaviors and highlighting content behaviors were positively related to transferred knowledge. Results also indicated that conveying structure within domain behaviors were negatively related to interoperable knowledge. However, conveying structure across domains behaviors were positively related to interoperable knowledge. Implications of these findings for the C-MAP intervention and suggestions for future research are presented.

This study examined temporal patterns in collective employee turnover over a 75 month interval. Time series models were fit to subgroups of functional and dysfunctional turnover. Dysfunctional turnover was defined as voluntary separation among high and average performers and functional turnover was defined as voluntary separation of low performers. Results provided support for the hypothesis that temporal patterns of functional and dysfunctional turnover differ. Patterns among high and average performers were similar, such that employee turnover across several global regions increased during or near July. In contrast, employee turnover among low performers tended to spike during or soon after October. Forecast (prediction) accuracy of turnover differed across groups based on individual performance level. Specifically, turnover among low and average performers was forecast with greater accuracy than overall aggregated turnover or turnover among high performers, the latter being the most difficult to forecast. After time-dependent variation (autocorrelation) was removed from global turnover among high, average, and low performers, these series were cross-correlated with similarly cleaned organizational performance outcomes (i.e., net sales, operating income, diluted net earnings per share). Results from these analyses indicated that organizational performance had a lagged negative relationship with turnover among high performers. The dynamic nature of the turnover and performance variables examined underscores the importance of considering employee turnover as a continuous process. As such, employee turnover should be proactively managed over time.

Agentic women continue to be penalized for success in male-dominated industries, resulting in gender discrimination and differing opportunity structures (Foschi, 2000). The purpose of the proposed study is to see how an employee’s gender and status in male-dominated corporate settings influence participants’ perceptions of competency, liking, and consequences after the employee makes a mistake. These dependent variables will also be examined in relationship to participants’ level of sexism. Approximately 132 participants will be recruited from high technology companies, and will read a vignette about a male or female and entry-level or executive employee who makes a mistake. They will then answer competency, liking, and firing questions, as well as Glick & Fiske’s (1996) Ambivalent Sexism Inventory. Participants are expected to perceive females more negatively than males, and executives more negatively than entry-level employees. Additionally, female executives will be perceived as the least competent, and will be the least well liked. It is also predicted that they will be most likely fired. This study may add important information on gender stereotyping in the workplace, and further explore how an employee’s status in the company influences perceptions of the employee. The implications of the proposed study for future research are also discussed.

The goal of this paper is to outline the existing perspectives of work-life balance, and to examine how they impact individual well-being and organizational productivity. The benefit of approaching work-life balance through the lens of personal and professional satisfaction is discussed. In addition, the author looks at the relationship between job satisfaction and job performance. The literature shows that satisfaction, well-being, and job performance are all related, and this poses greater implications for organizations. The author concludes with arguments in the present literature on the individual and organizational benefits of organizations adopting work-life balance policies.

Made available in DSpace on 2016-08-03T16:34:48Z (GMT). No. of bitstreams: 1 Claudete.pdf: 871084 bytes, checksum: feedead647cfead9db3a794e0b754fab (MD5) Previous issue date: 2009-11-16 / This study aimed both to describe coping types used by airport workers and to identify signs and symptoms of psychiatric disorders of those workers. Participated in this study 203 workers using a coping scale EMEP (maturity scale for professional choice) and a measurement scale of psychiatric signs and symptoms QMPA (questionnaire of psychiatric morbidity of adults). The study indicated the predominance of positive strategies, such as: a) problem focused ones (3,78), meaning that there is an effort of the person to cope with stressful situations through the search of changes regarding himself/herself and the environment which is causing the tension; b) search for social support (3,13), denoting instrumental support search, emotional or informative character, i.e. while most of the sample had the most positive and integration strategies and had not also psychiatric symptoms and signs. There was therefore indicate that subject that shaped this sample submitted more positive responses in stressful situations cognitive in front of while they were not suspected of psychiatric symptoms; in addition to the fact that there has been a line between the measuring instruments used in this study. A small part of the sample showed psychiatric signs and symptoms (23,2 %), as well as a greater use of strategies focused on emotion (2,50), meaning, and strategies of negative coping. Although those represented a small number of the studied population, we believe it to be of concern, due to the fact that they are airport workers performing important functions both, in handling and in aircraft maneuvering at the ground, as well as regarding their way of dealing with people. This implies that the indicators of such signs and symptoms as well as the use of associated strategies which are considered to be negative show that this small group of workers should be accompanied by the Health and Human Resources team of the company. In this sense a job of constant accompaniment of workers in general is being suggested in order to identify those who need psychological and medical support and those who can be relocated within the airport to other functions. The accompaniment with adequate instruments, besides being a preventive strategy and a promotion of psychological health insofar as it can serve as a facilitator to the detection of mental symptomatology it can also serve to adequate planning of health programs. This aspect can be seen as a benefit at work and as a health predicting factor.(AU) / Esse estudo teve por objetivos identificar sinais e sintomas de transtornos psiquiátricos e descrever tipos de enfrentamento utilizados por trabalhadores aeroportuários. Participaram desse estudo 203 trabalhadores e utilizou-se uma Escala Modo de enfrentamento problemas EMEP e uma Escala de Medida de Sinais e Sintomas psiquiátricos QMPA. Os resultados indicaram predomínio de estratégias positivas : a) focalizadas no problema (3,78) que significam que há um esforço do indivíduo no enfrentamento de situações estressantes procurando mudanças na relação entre o indivíduo e o ambiente causador de tensão; b) busca de suporte social (3,13), denotando busca de apoio instrumental, emocional ou de caráter informativo, ou seja, enquanto a maior parte da amostra apresentava estratégias mais positivas e integradoras também não apresentava sinais e sintomas psiquiátricos. Houve, portanto indicativos de que os sujeitos que compuseram essa amostra apresentaram mais respostas positivas em seus esforços cognitivos ante as situações estressantes ao mesmo tempo em que eram não suspeitos de sintomas psiquiátricos; acrescendo ao fato de que houve consonância entre os instrumentos de medida utilizados no presente estudo. Porém, uma pequena parte da amostra apresentou sinais e sintomas psiquiátricos (23,2%), bem como maior utilização de estratégias focalizadas na emoção (2,50), ou seja, estratégias de enfrentamento negativas. Embora esse fosse um número pequeno em relação à amostra total, considera-se preocupante, dado ao fato de serem trabalhadores aeroportuários e exercerem importantes funções tanto em relação ao manejo e orientação de manobras de aeronaves no solo como em relação à lida com pessoas; de modo que a associação entre sinais e sintomas com estratégias consideradas negativas implicam em transtornos que merecem acompanhamento pela equipe de saúde e de recursos humanos na empresa. É nesse sentido que aqui se sugere um trabalho de constante acompanhamento com trabalhadores em geral, a fim de verificar aqueles que necessitam de suporte psicológico e médico e aqueles que podem ser remanejados de suas funções dentro do aeroporto. O acompanhamento com instrumentais adequados, além de serem preventivos e promotores de saúde psicológica, na medida em que facilitam a detecção de sintomatologias mentais, também auxilia no planejamento de programas de saúde e, por conseguinte, como benefício no trabalho e fator preditor de saúde.(AU)

SILVA, Vanessa Nascimento. O prescrito e o real da atividade dos psicólogos organizacionais: uma análise das dramáticas do uso de si dos psicólogos de empresas de terceirização. 2013. 113f. – Dissertação (Mestrado) – Universidade Federal do Ceará, Programa de Pós-graduação em Psicologia, Fortaleza (CE), 2013. / Submitted by Márcia Araújo (marcia_m_bezerra@yahoo.com.br) on 2013-11-27T13:16:14Z No. of bitstreams: 1 2013-DIS-VNSILVA.pdf: 722973 bytes, checksum: 3b0a2521f742da2db12e1a7a96254650 (MD5) / Approved for entry into archive by Márcia Araújo(marcia_m_bezerra@yahoo.com.br) on 2013-11-27T13:56:59Z (GMT) No. of bitstreams: 1 2013-DIS-VNSILVA.pdf: 722973 bytes, checksum: 3b0a2521f742da2db12e1a7a96254650 (MD5) / Made available in DSpace on 2013-11-27T13:56:59Z (GMT). No. of bitstreams: 1 2013-DIS-VNSILVA.pdf: 722973 bytes, checksum: 3b0a2521f742da2db12e1a7a96254650 (MD5) Previous issue date: 2013 / The present scenario of the world of work, with its global competitiveness and the increasing precariousness of work, it was the starting point for this research that aimed to analyze the activity of psychologists organizational in outsourcing companies, relating them with the characteristics of the contemporary context. Based on the theory of the ergology, of the Yves Schwartz, whose the fundamental concept, that there is a prescribed work (which is requested, by another person, that there is not the professional) and real work (which is how the work activity actually happens), and among them there is always a distance. This fact causes the subject to perform a management use of himself, by himself and others, which are implicate in their own subjectivity and values, as well as the values and norms of the society itself. That process management, Schwartz appoints dramatic use of self. Then, a survey was conduct socio historical qualitative, which aimed to identify the prescribed activity psychologists on such companies, as well as analyze how these professionals perform their activity before the real is presented to them, pointing here evidence of the precarious aspects that compose their work activity. It was identified, also, the management that the subject does himself, by himself and by others, in order to relate the re-norms that underlie the actual activity of psychologists with the values and standard that cross the subject himself and society contemporary work. Came up as a result of the fact that the activities prescribed for these professionals are still primarily recruitment and selection of staff. Such activities are constantly transfixed by the logic of precariousness, which refers to the high speed of the process, the recovery by productivity, the search for the lowest cost and highest profit, regardless of commitment to human. It was noted that psychologists are inserted in the surveyed companies use management itself, emphasizing the logic of the market in their choices, and that their values sometimes are consistent with this logic. Faced with such evidence, reiterated the need to recover a commitment most critical action of psychologists, recognizing the priority of commitment to the human being, wherever they operates. / O cenário atual do mundo do trabalho, com sua competitividade globalizada e crescente precarização dos trabalhadores, foi o ponto de partida para esta pesquisa que teve o propósito de analisar a atividade dos psicólogos organizacionais em empresas de terceirização de mão de obra. Tendo a Teoria da Ergologia, de Yves Schwartz, por base, percebeu-se que entre o prescrito do trabalho (aquilo que é solicitado por outrem que o profissional faça) e o real do trabalho (como a atividade de trabalho realmente se dá) há uma distância universal, fazendo com que o sujeito realize uma gestão do uso de si, por si e pelos outros, em que estão implicados sua subjetividade e valores, bem como os valores e normas da própria sociedade. Esse processo de gestão ele denomina: dramáticas do uso de si. Realizou-se então, uma pesquisa sócio histórica de base qualitativa, na qual se buscou identificar qual o prescrito da atividade do psicólogo inserido nessas empresas, bem como analisar como esses profissionais desenvolvem sua atividade na confrontação com o real que lhes é dado, ressaltando aí evidências dos aspectos da precarização que compõem sua atividade de trabalho. Identificou-se, também, a gestão que o sujeito faz de si, por si e pelos outros, de modo a relacionar as re-normatizações que perpassam o real da atividade dos psicólogos com os valores e normas que atravessam o próprio sujeito e a sociedade de trabalho contemporânea. Chegou-se a resultados como o fato de que as atividades prescritas para esses profissionais ainda são prioritariamente recrutamento e seleção de pessoal. Tais atividades são constantemente transpassadas pelas lógicas da precarização, que remete à alta velocidade dos processos, à cobrança pela produtividade, à busca pelo menor custo e maior lucro, independentemente do compromisso com o ser humano. Notou-se que os psicólogos inseridos nas empresas pesquisadas fazem gestão do uso de si, privilegiando a lógica do mercado em suas escolhas, e que seus valores, por vezes, são condizentes com essa lógica. Ante tais evidências, reiterou-se a necessidade de recuperar um compromisso mais crítico da ação dos psicólogos, reconhecendo como prioridade o compromisso com o ser humano, onde quer que ele atue.

Both mindfulness and authentic leadership base themselves on self-awareness. Authentic leadership has positively predicted organizational citizenship behavior (OCB), and mindfulness has been positively correlated to work engagement, which has shared positive relationships with OCB. Job demands (JD) have been shown to compromise work engagement. Using a sample of 134 MBA and undergraduate students, a longitudinal design evaluated the meditational role of authentic functioning (AF) between mindfulness and OCB and the moderating role of JD. Over the course of three months, three questionnaires were administered to measure mindfulness, AF, OCB, and JD. Despite the positive predictive relationship between mindfulness and AF, there was not a significant predictive relationship between AF and OCB or the predictor (i.e. mindfulness) and criterion (i.e. OCB) variables, so structural equation modeling could not reveal if AF mediates the relationship between mindfulness and OCB. These findings suggest that AF could be a characteristic mechanism of mindfulness that helps facilitate certain behaviors. Future practical implications could suggest the prosocial value of cultivating mindfulness and authentic leadership to promote overall organizational functioning.