Hunt–Vitell’s General Theory of Marketing Ethics Predicts “Attitude-Behaviour” Gap in Pro-environmental Domain

The inconsistency between pro-environmental attitudes and behaviours, known as the “attitude-behaviour” gap, is exceptionally pronounced in scenarios associated with “green” choice. The current literature offers numerous explanations for the reasons behind the “attitude-behaviour” gap, however, the generalisability of these explanations is complex. In addition, the answer to the question of whether the gap occurs between attitudes and intentions, or intentions and behaviours is also unknown. In this study, we propose the moral dimension as a generalisable driver of the “attitude-behaviour” gap and investigate its effectiveness in predicting attitudes, pro-environmental intentions and subsequent behaviours. We do so by using Hunt–Vitell’s moral philosophy-based framework of ethical decision-making, which conceptualises morality as the central decision-making parameter. The results from 557 US MTurk participants revealed that the manipulation of moral dimensions, specifically deontology and teleology, impacted ethical evaluation of presented dilemmas, however, failed to translate into subsequent intentions and behaviours. This finding suggests (i) that the moral dimension has an effect in shaping attitudes toward environmental issues, and (ii) that gap occurs between attitudes and intentions rather than intentions and behaviours. Further investigation of what strengthens and/or overrides the effects of the moral dimension would help understand the reasons why moral attitudes do not always translate into subsequent intentions and behaviours in the pro-environmental domain

Preschool hyperactivity specifically elevates long-term mental health risks more strongly in males than females: a prospective longitudinal study through to young adulthood

Evidence of continuities between preschool hyperactivity and adult mental health problems highlight the potential value of targeting early identification and intervention strategies. However, specific risk factors are currently unclear. This large-scale prospective longitudinal study aimed to identify which hyperactive preschoolers are at greatest long-term risk of poor mental health. One hundred and seventy children (89 females) rated as hyperactive by their parents and 88 non-hyperactive controls (48 females) were identified from a community sample of 4,215 3 year-olds. Baseline data relating to behavioral/emotional problems and background characteristics were collected. Follow-up mental health and functional impairment outcomes were collected between 14 and 25 years of age. At age 3 years, males and females in the hyperactive group had similarly raised levels of hyperactivity and other behavior problems. In adolescence/young adulthood, these individuals showed elevated symptoms of ADHD, conduct disorder, mood disorder, anxiety and autism, as well as functional impairment. Preschool hyperactivity was strongly predictive of poor adolescent/adult outcomes for males across domains with effects being specifically driven by hyperactivity. For females, the effects of preschool hyperactivity were smaller and dropped to non-significant levels when other preschool problems were taken into account. Environmental risk factors also differed between the sexes, although these may also have been mediated by genetic risk. In conclusion, these results demonstrate marked sex differences in preschool predictors of later adolescent/adult mental health problems. Future research should include a measure of preschool inattention as well hyperactivity. The findings highlight the potential value of tailored approaches to early identification strategies

The Psychology of Disenchantment

This thesis presents a study of the psychology of disenchantment; a cognitive-affective state that depicts an employee’s reaction to acute or chronic subjective workplace injustice. The opening chapter of the thesis provides a literature review of models of justice and injustice, psychological mechanisms associated with the development of justice perceptions (e.g. Social Exchange Theory), as well as a critical review of what is lacking from the injustice literature. Disenchantment is proposed as a novel way of representing the psychological phenomenon of perceived injustice in the workplace. The thesis proposes, develops, and psychometrically evaluates a measure of disenchantment, finding it to be best represented as a second-order latent variable comprised of five factors: Organizational Hypocrisy, Perceived Inequity, Disrespect, Distrust, and Broken Promises. The following chapters implement this measure of disenchantment to assess its ability in explaining workplace outcomes. The first of these research studies examines the role of disenchantment in counterproductive work behavior (CWB), finding subjective workplace injustice to be a significant predictor of CWB after controlling for moral disengagement as well as ‘bright’ and ‘dark’ personality. Additionally, structural equation modelling (SEM) is used to show the moderating role that disenchantment plays in the relationship between psychopathy and CWB. The second research study examines resilience and burnout, finding that disenchantment predicts increased occurrence of three forms of burnout, as well as undermining the protective effect of resilience. Finally, this thesis examined the role of disenchantment in social networks and communication dynamics, finding that disenchantment did not directly impact individual network position, but disenchantment homophily did correlate to advice network ties. The final chapter outlines a critique of thesis studies as well as providing an agenda for future research in the field of disenchantment

The Dark Side of Resilience and Burnout: A Mediation-Moderation Model.sav

Dataset of 11 HDS composite traits, Resilience items, and Burnout items used in 'The Dark Side of Resilience and Burnout: A Mediation-Moderation Model' paper in PlosOne

Trait emotional intelligence and job performance evaluations: evidence from self, manager, team and peer ratings

Purpose – The study aims to look at whether trait emotional intelligence (EI) was related to the job performance level of a manager, their immediate team and their peers. Design/methodology/approach – This study looked at the relationship between trait EI and performance appraisals, as evaluated by the person themselves, their peers, manager and team. Trait EI facets of 903 employees were compared to evaluated performance appraisals of the different groups four months later. Findings – All 15 of the correlations (20 < r < 0.42) between the emotional intelligence facets and self-ratings were significantly positive whilst for managers 10, peers 6 and team only 4 were significant, though all were positive. In line with affective primacy theory, structural equation modelling revealed performance was rated higher by non-manager colleagues when employees exhibited traits associated with positive interpersonal interactions. Originality/value – There are very few studies using multi-source ratings to explore the consequences of EI on a manager’s team and peer

The Psychology of Queuing

Queuing is still a fundamental function of how many businesses operate, yet there is not a clear understanding to impact the queuing environment to increase the amount of time an individual is willing to wait, improving an individual’s queuing experience, as well as reduce frustration and reneging. This paper presents a synthesis of the academic literature on queuing phenomenon. In particular, the paper focuses on the social norms of queuing, how they are upheld, and reactions to when they are violated; and environmental moderators, examining the impact of factors such as queue length, presence of information, music, light, and scent. Issues like the effect of number of people in a queue, personal space and the ideal queuing environment are discussed. Finally, this paper addresses limitations within the current body of research as well as proposing an agenda for future research

Intention to quit and the role of dark personality and perceived organizational support: A moderation and mediation model.

This study investigated the role of individual differences (dark personality) and situational factors (perceived organisational support) in explaining intention to quit. Four hundred and fifty-one (50 of which females) ambulance personnel completed three questionnaires (Hogan Development Survey; Perceived Organisational Support Survey; and a single item Intention to Quit measure) as a part of a selection and development assessment. Employees high on Excitable, Sceptical, and Mischievous, but low on Colourful were found to have greater intentions to quit. Additionally, employees high on Excitable, Sceptical, Reserved, and Leisurely, but low on Dutiful and Diligent had lower perceptions of organisational support. Structural Equation Modelling revealed that perceived organisational support plays both a mediating and moderating role on dark personality and intention to quit. Theoretical implications of personality's role in perceived organisational support and intention to quit are discussed

Intelligence, Personality and Tolerance of Ambiguity

In this study, 3836 adults completed a personality test (the HPTI) and a multidimensional intelligence test (GIA). Two prominent theories that link personality traits to intelligence (compensation and investment) were tested. There were more sex differences in the personality traits than in the IQ scores. Correlational and regression analyses results provided little evidence for either theory but pointed to the role of tolerance of ambiguity as a consistently significant, positive correlate of IQ at both the facet and domain levels. The role of this neglected trait is discussed. Limitations of various aspects of this study and its implications are considered

Testing the differentiation of intelligence by neuroticism hypothesis

The prediction that neuroticism (or emotional instability) will change the definition of an intelligence factor, or g, was tested in a large sample (N = 2,716) of British managers who completed both personality and intelligence measures. Specifically, we examine if the structure of mental abilities changes across levels of personality (with a focus on the neuroticism/adjustment dimension). The results demonstrate that, similar to a recent report, there is some evidence supporting the suggestion that intelligence scales inter-correlate higher for less adjusted individuals, but that the effect is not strong enough to impact intelligence and personality research

The Dark Side of Resilience and Burnout: A Moderation-Mediation Model.

This study tested whether specific dark-side traits may be beneficial in manifesting and maintaining Resilience, whilst others are vulnerability factors for Burnout. Four hundred and fifty-one (50 female) ambulance personnel completed three questionnaires as a part of a selection and development assessment. The study utilised the Hogan Development survey as a measure of dark side personality, the Copenhagen Burnout Inventory to assess work-related burnout, and the Resilience Scale- 14 to measure resilience levels. Those high on Excitable and Cautious but low on Bold and Reserved were linked to an increased vulnerability to Burnout. Also those high on Bold and Diligent yet low on the Excitable, Cautious, and Imaginative scales were more resilient. Structural Equation Modelling revealed that resilience plays both a mediating and moderating role on personality and burnout. Theoretical implications suggest future research assessing the predictive capacity of psychological variables on burnout should account the indirect effect of resilience