The Journal of social psychology
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Research on power motivation and political skill suggests that high need for power individuals who are oriented toward others will be perceived by supervisors as being politically skilled. McClelland (1973) theorized that high need for power individuals who reflect an orientation towards others will be perceived more favorably than those who are geared toward their own self-interest. In an employee-supervisor matched sample of 149 employees in a Taiwanese financial services organization, need for power was found to interact with an orientation toward others (collective identity) to affect supervisor ratings of political skill such that high need for power individuals exhibited greater political skill when they had a strong collective identity. This finding provides empirical evidence for the importance of the socialized view of power (McClelland, 1973) and shows when need for power relates to political skill using supervisor ratings rather than a self-report measure.
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The present study examined the practice of forgiveness in Nepal. A model relating collectivism and forgiveness was examined. ⋯ Forgiveness was strongly related to conciliatory behavior and motivations for avoidance and revenge toward the offender. Decisional forgiveness was a stronger predictor of motivations for revenge than was emotional forgiveness.
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Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. ⋯ The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.
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This study examines predictors of abusive employee behavior toward coworkers. We examined two personality variables, negative affectivity and political skill, and two situational relationship variables-team member exchange and coworker relationship conflict. ⋯ Additionally, we found statistical support for the negative affectivity-relationship conflict, political skill-team member exchange, and political skill-relationship conflict interactions. Practical implications and directions for future research are provided.
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Individuals in different contexts are referred to as "heroes" for seemingly different reasons. To better understand how and why people use this term, three studies were conducted. ⋯ A third study further examined individuals' descriptions of their heroes in light of their own self views. The findings across these studies extend our understanding of the term hero and suggest that the use of the term is based both on the specific features of any heroic figure, as well as on the self views of the person identifying the hero.