Quitting the Boss? The Role of Manager Influence Tactics and Employee Emotional Engagement in Voluntary Turnover

Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services directors and objective lagged turnover data. Using multilevel path modeling, we found that managers’ use of pressure and inspirational appeals had opposite effects on employee voluntary turnover and that employees’ emotional engagement was a significant and unique mediating mechanism even when job satisfaction, the traditional attitudinal predictor of turnover, was also included in the path model. Our findings contribute to turnover research by demonstrating a relationship between specific managerial behaviors and employee turnover and shed light on a key mediating mechanism that explains these effects

Understanding well-being at work: Development and validation of the eudaimonic workplace well-being scale

Given the amount of time and effort individuals pour into work, scholars and practitioners alike have spent considerable time and resources trying to understand well-being in the workplace. Unfortunately, much of the current research and measurement focuses on workplace well-being from only one perspective (i.e. hedonic well-being rather than eudaimonic well-being) or by generalizing between workplace well-being and general well-being. In this study, we sought to integrate the workplace context into the current eudaimonic perspective to develop an 8-item measure of eudaimonic workplace well-being. Using multi-wave data, we developed and validated a reliable, two-dimensional eudaimonic workplace well-being scale (EWWS). The measure replicated over seven samples and across 1346 participants and showed strong convergent, discriminant, and predictive validity. Furthermore, we combined EWWS with an existing measure of hedonic workplace well-being and the resulting model of overall workplace well-being explained a significant amount of variance in key organizational constructs over and above existing hedonic well-being measures. Overall, the present study suggests that the EWWS is a valuable and valid measure and, when taken together with hedonic workplace well-being, captures what it means to have a holistic sense of well-being at work

Psychological Capital and Employee Performance: A Latent Growth Modeling Approach

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross-sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N = 179 financial advisory-type employees) to examine withinindividual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within-individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor- rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross-lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence-based practical guidelines for human resource selection, development, and performance management

Psychological Capital and Employee Performance: A Latent Growth Modeling Approach

The positive core construct of psychological capital (consisting of efficacy, hope, optimism, and resilience) has been conceptually and empirically demonstrated to be related to employee performance. However, much of this work has relied on cross-sectional designs to examine these relationships. This study utilizes longitudinal data from a large financial service organization (N = 179 financial advisory-type employees) to examine withinindividual change in psychological capital over time and if this change relates to their change in performance. Latent growth modeling analyses revealed statistically significant within-individual change in psychological capital over time, and that this change in psychological capital was related to change in 2 types of performance outcomes (supervisor- rated performance and financial performance, i.e., individual sales revenue). Moreover, results of an exploratory cross-lagged panel analysis suggested a causal relationship such that prior psychological capital leads to subsequent performance rather than vice versa. Taken together, these results highlight the impact employees’ psychological capital may have on their subjectively and objectively measured performance over time and offer evidence-based practical guidelines for human resource selection, development, and performance management

Prime and Performance: Can a CEO Motivate Employees Without Their Awareness?

Work motivation research is at a crossroads with the discovery of the causal effects of primed subconscious goals in addition to those of consciously set goals on performance. Although social psychologists continue to demonstrate positive effects of primed goals on a multitude of dependent variables, priming research has been criticized for its lack of generalizability beyond tightly controlled laboratory experiments. Addressing this skepticism, a field experiment was conducted in a for-profit organization, where the CEO used goal priming to motivate job performance. A performance goal for achievement was primed with achievement-related words embedded in an email from the CEO to employees. The goal priming by the CEO necessitated little to no costs yet it increased objectively measured performance effectiveness by 15% and efficiency by 35% over a 5-day work-week. This field experiment illustrates a new alternative for increasing employee performance. In a second experiment, we conducted a conceptual replication of the field experiment in the laboratory with a larger sample size, and we extended theory by testing a measure of motivation level as a mediator of the primed goal-performance effect. The results affirmed the hypothesized motivational influence. These two experiments increase understanding of subconscious motivation processes

Programmatic Environmental Scans: A Survey Based on Program Planning and Evaluation Concepts

Within Extension, environmental scans are most commonly used to assess community or organizational issues or for strategic planning purposes. However, Extension has expanded the use of environmental scans to systematically identify “what programs exist” on a given topic or focus area. Yet, despite recent attention to the topic of environmental scanning in Extension, survey instruments used to conduct environmental scans have not been published. Given the emphasis on implementation of evidence-based practices and programs, having a ready-made survey that can be used to identify programs on a specific topic and that could subsequently lead to an evaluability assessment of those programs would be a useful resource. To encourage the use of environmental scans to identify existing evidence-based programs, this article describes a survey instrument developed for the purpose of scanning for 4-H Healthy Living programs ready for rigorous outcome evaluation and/or national replication. It focuses on the rationale for survey items, as well as provides a summary and definition of those items. The survey tool can be easily adapted for future programmatic environmental scans both within and outside Extension

“It Hurts a Latina When They Tell Us Anything About Our Children”: Implications of Mexican-Origin Mothers' Maternal Identities, Aspirations, and Attitudes About Cultural Transmission for Childhood Obesity Prevention

Background: This qualitative study explored values, attitudes, and beliefs held by Mexican-origin mothers of preschool-aged children to enhance understanding of cultural influences on behaviors associated with childhood obesity risk. Methods: During face-to-face interviews, 39 Mexican-origin mothers of preschool-aged children discussed their hopes for their children, their image of the perfect mother, Mexican and American foods, why they taught their children about these foods, and their opinions about television (TV) viewing language. Results: Participants wanted their children to become successful, ?good? people, which necessitated doing well in school. Mothers also wanted their children to know them, which required understanding the mothers' Mexican backgrounds. Mothers wanted their children to maintain Mexican values and identities. Some mothers viewed American culture as harmful. Many participants prepared their child for going to Mexico by exposing them to Mexican culture and foods. Some mothers fed their children American foods to prepare them for school. Perceptions of American foods generally reflected stereotypical unhealthy foods. TV helped teach children Spanish and English. Being a good mother was core to participants' identities; thus, hearing about child overweight made some mothers feel like failures. Conclusions: Health promotion programs may be more salient to mothers if they: underscore how a healthy weight can help children in school; teach mothers to prepare healthy American foods that their children will encounter in kindergarten; assist mothers in teaching their children about Mexico; and present information about childhood obesity in ways that reinforce what mothers are doing well, enhance mothers' self-efficacy, and allay feelings of failure.Peer Reviewedhttps://deepblue.lib.umich.edu/bitstream/2027.42/140339/1/chi.2015.0011.pd

Detecting deception and suspicion in dyadic game interactions

In this paper we focus on detection of deception and suspicion from electrodermal activity (EDA) measured on left and right wrists during a dyadic game interaction. We aim to answer three research questions: (i) Is it possible to reliably distinguish deception from truth based on EDA measurements during a dyadic game interaction? (ii) Is it possible to reliably distinguish the state of suspicion from trust based on EDA measurements during a card game? (iii) What is the relative importance of EDA measured on left and right wrists? To answer our research questions we conducted a study in which 20 participants were playing the game Cheat in pairs with one EDA sensor placed on each of their wrists. Our experimental results show that EDA measures from left and right wrists provide more information for suspicion detection than for deception detection and that the person-dependent detection is more reliable than the person-independent detection. In particular, classifying the EDA signal with Support Vector Machine (SVM) yields accuracies of 52% and 57% for person-independent prediction of deception and suspicion respectively, and 63% and 76% for person-dependent prediction of deception and suspicion respectively. Also, we found that: (i) the optimal interval of informative EDA signal for deception detection is about 1 s while it is around 3.5 s for suspicion detection; (ii) the EDA signal relevant for deception/ suspicion detection can be captured after around 3.0 seconds after a stimulus occurrence regardless of the stimulus type (deception/ truthfulness/suspicion/trust); and that (iii) features extracted from EDA from both wrists are important for classification of both deception and suspicion. To the best of our knowledge, this is the firstwork that uses EDA data to automatically detect both deception and suspicion in a dyadic game interaction setting.N

Particulate organic carbon and nitrogen export from major Arctic rivers

Author Posting. © American Geophysical Union, 2016. This article is posted here by permission of American Geophysical Union for personal use, not for redistribution. The definitive version was published in Global Biogeochemical Cycles 30 (2016): 629–643, doi:10.1002/2015GB005351.Northern rivers connect a land area of approximately 20.5 million km2 to the Arctic Ocean and surrounding seas. These rivers account for ~10% of global river discharge and transport massive quantities of dissolved and particulate materials that reflect watershed sources and impact biogeochemical cycling in the ocean. In this paper, multiyear data sets from a coordinated sampling program are used to characterize particulate organic carbon (POC) and particulate nitrogen (PN) export from the six largest rivers within the pan-Arctic watershed (Yenisey, Lena, Ob', Mackenzie, Yukon, Kolyma). Together, these rivers export an average of 3055 × 109 g of POC and 368 × 109 g of PN each year. Scaled up to the pan-Arctic watershed as a whole, fluvial export estimates increase to 5767 × 109 g and 695 × 109 g of POC and PN per year, respectively. POC export is substantially lower than dissolved organic carbon export by these rivers, whereas PN export is roughly equal to dissolved nitrogen export. Seasonal patterns in concentrations and source/composition indicators (C:N, δ13C, Δ14C, δ15N) are broadly similar among rivers, but distinct regional differences are also evident. For example, average radiocarbon ages of POC range from ~2000 (Ob') to ~5500 (Mackenzie) years before present. Rapid changes within the Arctic system as a consequence of global warming make it challenging to establish a contemporary baseline of fluvial export, but the results presented in this paper capture variability and quantify average conditions for nearly a decade at the beginning of the 21st century.National Science Foundation Grant Numbers: 0229302, 0732985; U.S. Geological Survey; Department of Indian and Northern Affairs2016-11-1