The Journal of social psychology
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This study examines the mediating role of job fit on the relationship between perceived supervisor support (PSS) and perceived organizational support (POS), and the mediating role of personal sacrifice on the relationship between POS and turnover intention. We use structural equation modeling (SEM) with a data set consisting of a sample of 346 individuals in a manufacturing firm to test our proposed model of PSS, POS, and turnover intention. ⋯ By testing two additional competing and theoretically derived nested models, our findings indicate that job fit partially mediates the relationship between PSS and POS, and that personal sacrifice partially mediates the relationship between POS and turnover intention. Our study is among the first to examine job fit and personal sacrifice as mediators within the POS-turnover intention model.
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The present experiment was designed to establish the effects of acts of kindness and acts of novelty on life satisfaction. Participants aged 18-60 took part on a voluntary basis. ⋯ Their life satisfaction was measured before and after the 10-day experiment. As expected, performing acts of kindness or acts of novelty resulted in an increase in life satisfaction.
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Randomized Controlled Trial
Intentionality attributions about perfect and imperfect duty violations.
Intentionality attributions were explored by drawing on the distinction between perfect and imperfect moral duties. Previous research has shown that perfect duty violations carry greater attributional weight than imperfect duty violations (Trafimow & Trafimow, 1999; Trafimow, Bromgard, Finlay, & Ketelaar, 2005). ⋯ In Study 3 this effect was reversed by manipulating information about an agent's mental intentions or plans to perform a behavior. That is, participants attributed less intentionality to perfect duty violations compared to imperfect duty violations when a mental intention to perform the behavior was absent.
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We investigated the associations between supervisor-related time control and two-job attitudes, and the moderating effects of distributive justice on these associations. A total of 505 full-time employees in Hong Kong responded to a structured telephone survey. ⋯ These findings contrast with the typical buffering effects of organizational justice, in which perceived justice attenuates the beneficial effects of positive stimuli. Theoretical and applied implications of these findings are discussed.
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The present study integrates social exchange, role theory, and climate research to suggest that employees who have contact with customers ("contact employees") will reciprocate felt obligations of high-quality employment relationships (i.e., perceived organizational support [POS]). They do this by expanding their role in ways that are consistent with contextual behavioral expectations. A longitudinal survey of 1,387 contact employees and 666 supervisors in a large supermarket chain in Taiwan demonstrated that the positive relationship between POS and service-oriented organizational citizenship behavior (SOCB) role definitions was strengthened by service climate. In summary, organizational support resulted in expanded SOCB role definitions within a strong service climate, while this relationship was much weaker and not significant in weak service climate, I discuss theoretical and managerial implications through this empirical examination.