Time and job satisfaction: a longitudinal study of the differential roles of age and tenure

The relationship between job satisfaction and time is a fundamental question in organizational behavior. Yet, given inconsistent results in the literature, the nature of this relationship has remained unresolved. Scholars' understanding of this relationship has been limited because studies have generally not simultaneously considered the two primary time metrics in job satisfaction research – age and tenure – and have instead relied on cross-sectional research designs. In this study, we develop and test an empirical model to provide a more definitive answer to the question of how age and tenure relate to job satisfaction. Our analyses draw on longitudinal data from 21,670 participants spanning a total of 34 waves of data collection across 40 years in two nationally representative samples. Multilevel analyses indicate that people became less satisfied as their tenure within a given organization increased, yet as people aged – and transitioned from organization to organization – their satisfaction increased. We also found that job rewards, as exemplified by pay, mediated these relationships. We discuss empirical, theoretical and practical implications of our findings

OPTIMISM BIAS IN MANAGING IT PROJECT RISKS: A CONSTRUAL LEVEL THEORY PERSPECTIVE

Prior research has shown that people have a tendency to be overly optimistic about future events (i.e., optimism bias) in a variety of settings. In this study, we suggest that optimism bias has significant implications for IT project risk management, as it may cause people to become overly optimistic that they can easily manage project risks. Drawing upon construal level theory (CLT), we investigate optimism bias in managing IT project risks. Based on an experiment with IT professionals, we found that a high-level construal of a project risk leads individuals to have a more optimistic perception about successfully managing the project risk, causes them to focus more on benefits over costs in choosing a risk management plan, and leads them to identify more pros than cons associated with a risk management plan relative to a low-level construal. Implications for both theory and practice are discussed

Winning a battle but losing the war: On the drawbacks of using the anchoring tactic in distributive negotiations

Abstract In two experiments, we explored the possible drawbacks of applying the anchoring tactic in a negotiation context. In Study 1, buyers who used the anchoring tactic made higher profits, but their counterparts thought their own results were worse than expected and thus were less willing to engage in future negotiations with them. Study 2 showed that using the anchoring tactic in a market decreased accumulated profits by increasing the rate of impasses and prolonging the negotiations. The implications of these findings are discussed

Winning a battle but losing the war: On the drawbacks of using the anchoring tactic in distributive negotiations

In two experiments, we explored the possible drawbacks of applying the anchoring tactic in a negotiation context. In Study 1, buyers who used the anchoring tactic made higher profits, but their counterparts thought their own results were worse than expected and thus were less willing to engage in future negotiations with them. Study 2 showed that using the anchoring tactic in a market decreased accumulated profits by increasing the rate of impasses and prolonging the negotiations. The implications of these findings are discussed

Exploring the impact of workplace cyberbullying on trainee doctors

Objectives: Workplace bullying is an occupational hazard for trainee doctors. However, little is known about their experiences of cyberbullying at work. This study examines the impact of cyberbullying among trainee doctors, and how attributions of blame for cyberbullying influence individual and work-related outcomes. Methods: Doctors at over 6 months into training were asked to complete an online survey that included measures of cyberbullying, blame attribution, negative emotion, job satisfaction, interactional justice and mental strain. A total of 158 trainee doctors (104 women, 54 men) completed the survey. Results: Overall, 73 (46.2%) respondents had experienced at least one act of cyberbullying. Cyberbullying adversely impacted on job satisfaction (β = − 0.19; p < 0.05) and mental strain (β = 0.22; p < 0.001), although attributions of blame for the cyberbullying influenced its impact and the path of mediation. Negative emotion mediated the relationship between self-blame for a cyber-bullying act and mental strain, whereas interactional injustice mediated the association between blaming the perpetrator and job dissatisfaction. Conclusions: Acts of cyberbullying had been experienced by nearly half of the sample during their training and were found to significantly relate to ill health and job dissatisfaction. The deleterious impact of cyberbullying can be addressed through both workplace policies, and training for trainee doctors and experienced medical professionals

Stretch goals and the distribution of organizational performance

Many academics, consultants, and managers advocate stretch goals to attain superior organizational performance. However, existing theory speculates that, although stretch goals may benefit some organizations, they are not a “rule for riches” for all organizations. To address this speculation, we use two experimental studies to explore the effects on the mean, median, variance, and skewness of performance of stretch compared with moderate goals. Participants were assigned moderate or stretch goals to manage a widely used business simulation. Compared with moderate goals, stretch goals improve performance for a few participants, but many abandon the stretch goals in favor of lower self-set goals, or adopt a survival goal when faced with the threat of bankruptcy. Consequently, stretch goals generate higher performance variance across organizations and a right-skewed performance distribution. Contrary to conventional wisdom, we find no positive stretch goal main effect on performance. Instead, stretch goals compared with moderate goals generate large attainment discrepancies that increase willingness to take risks, undermine goal commitment, and generate lower risk-adjusted performance. The results provide a richer theoretical and empirical appreciation of how stretch goals influence performance

The interaction of gambling outcome and gambling harm-minimisation strategies for electronic gambling: the efficacy of computer generated self-appraisal messaging

It has been argued that generating pop-up messages during electronic gambling sessions, which cause a player to engage in self-appraisal of their gambling behaviour, instil greater control and awareness of behaviour (Monaghan, Computers in Human Behaviour, 25, 202–207, 2009). Consideration for the potential interaction between the messaging’s efficacy and gambling outcome (winning or losing) is lacking however. Thirty participants took part in a repeated-measures experiment where they gambled on the outcome of a computer-simulated gambling task. Outcome was manipulated by the experimenter to induce winning and losing streaks. Participants gambled at a significantly faster speed and a higher average stake size, which resulted in a greater betting intensity in the Loss condition compared to the Win condition. Computer generated self-appraisal messaging was then applied during the gambling session, which was able to significantly reduce the average speed of betting in the Loss condition only, demonstrating an interaction effect between computer generated messaging and gambling outcome