Societal-level versus individual-level predictions of ethical behavior: a 48-society study of collectivism and individualism

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and individual-level dimensions of collectivism and individualism values for predicting ethical behaviors of business professionals. Our values-based behavioral analysis indicates that values at the individual-level make a more significant contribution to explaining variance in ethical behaviors than do values at the societal-level. Implicitly, our findings question the soundness of using societal-level values measures. Implications for international business research are discussed

An Integrative Attributional Perspective of Empowerment and Learned Helplessness: A Multimethod Field Study

A multimethod study was conducted to explore the relationship between empowerment and Learned Helplessness (LH). Quantitative and qualitative methods were used to examine the attributions, expectancies, affect, and behaviors associated with empowerment and LH. Thematic, nonparametric, and parametric analyses of interview, questionnaire, and observational data indicated reliable and reciprocal differences between empowered and LH individuals regardless of the method used for measuring the data. Implications of the results and refinements to theories of empowerment and LH are discussed

The relationships between attribution styles, LMX, and perceptions of abusive supervision

Prior abusive supervision research focuses on subordinates’ perceptions of abusive supervision. Recent research suggests that a variety of factors may be related to these perceptions, including subordinates’ self-esteem, personality traits, and negative affectivity, as well as supervisors’ perceptions of justice and breaches of psychological contracts. In this article, the authors propose and argue that a significant proportion of the variance in members’ perceptions of abuse by their leaders can be explained by the interactions of leaders’ and members’ attribution styles and that abuse perceptions may be considered to be a subset of subordinates’ perceptions of the quality of their leader–member exchange relationships. The authors also make the case that attribution styles affect the likelihood of abusive supervisory behavior as well as the perception of such behaviors

Bias in the Social Science Publication Process: Are There Exceptions?

Work published in the Journal of Social Behavior and Personality

Understanding The High Performance Workplace: Future Directions

The underlying thesis of this volume is that, although high performance work practices (HPWPs) offer excellent potential for improving workplace productivity, while at the same time offering benefits in terms of employee long-term health and well-being, there can be a “dark side”: When they are badly managed, such practices can lead to abusive supervisory practices and outcomes that might well be the antithesis of what is desired. To address this issue, we arranged the chapters in three sections. In the first section, authors define HPWPs and discuss their antecedents and consequences. The authors in the second and third sections go on to discuss in more detail how poorly managed HPWPs can lead to abusive supervision and less than optimal outcomes for organizations and their employees