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The Effects of Perceived Procedural Justice on Conflict Management between Spouses, and the Mediating Role of Dyadic Adjustment: Procedural Justice and Spousal Conflict Styles
Abstract
In this study, we examined the role that perceived procedural justice (PPJ) plays in the conflict management behaviors that intimate spouses adopt and endorse. In this context, PPJ has been defined as the degree to which one perceives that his or her spouse makes decisions fairly, considerately, and in a participatory manner. To test the impact of perceived procedural justice on conflict resolution behavior, we applied the dual‐concern model of conflict management style. In an experiment in which participants read fictional scenarios and predicted spouses’ responses, we found that perceptions of strong PPJ enhanced the prediction of integrating (problem solving), compromising, and, to a lesser degree, obliging behavior. Perceived procedural justice also caused a reduction in avoidance behavior, but no effect we found on dominating (competing) behavior.
In a following correlational study, we also found that PPJ positively correlated to enhanced integrating, compromising, and obliging behaviors, and these correlations were partially or fully mediated by the degree of “dyadic adjustment,” which is a measure of relationship health. In addition, in this second study, we found no correlation between perceived procedural justice and dominating or avoiding behavior.
In both studies, participants either predicted or chose collaborative behaviors more than non‐collaborative ones. We conclude that the perception that one's partner is behaving in a procedurally just way can enhance active and egalitarian collaboration in marriage and other intimate partner relationships, but that the absence of PPJ does not seem to encourage active non‐collaboration, particularly not highly self‐centered dominating behavior.
Sexual conflict is a consequential feature of many long-term relationships. The present study investigates the sources of sexual conflict for 452 individuals in relationships of at least three months who consider their relationship to be less common or less accepted than other relationships and strategies individuals in these relationships employ for managing these conflicts. Findings suggest that the majority who described their sexual conflicts noted a discrepancy in the frequency of either sexual activity generally, or a specific sex act. Participants attributed disparate levels of sex drive or a desire for different types of sex acts to busy lives/schedules, fatigue, and not making room for intimacy. In addition, participants sometimes attributed a sex drive discrepancy to identity-specific issues like gender dysphoria or histories with intimate partner violence. A number of participants also discussed safety and infidelity as sources of conflict in their relationships. Individuals often resolved conflict by reimagining what intimacy looks like in their relationships, or scheduling time for sexual activity. Implications and avenues for future research are discussed in light of the creative problem-solving strategies employed by the sample in the present study.
Interpersonal conflict is integral to intimate spousal relationships, and while potentially destructive, it can also enhance sharing of feelings and thoughts and the sense of being loved. Its positive or negative effects partly rely on how partners deal with it. This study was conducted in Israel with 160 participants. All participants were Jewish and involved in long-term heterosexual intimate relationships (married/in a serious relationship). The study examines a model that suggests that perceived socioemotional and materialistic power of a couple predicts their conflict management strategies. In addition, we tested whether this relationship is mediated by perceived quality of spousal relationship. The perceived socioemotional power was found to predict only cooperative conflict management stratagies and only for women. It was also found that this correlation is mediated by the perceived quality of the relationship. This study enhances our understanding of the way individuals grapple with spousal conflicts and reveals the positive power that can be nurtured and embodied within the spousal relationship. In addition, this study reveals that the effect of power perception differs between men and women. Clinical and research implications for couple and family therapists are discussed, and suggestions for effective clinical practice in addressing marital power are given.
Applying the actor–partner interdependence model to 114 couples’ data, we examined the link between partners’ change in reported dyadic coping responses from 6 months before marriage to 12 months after marriage and change in the perceptions of the other’s dyadic coping responses, the role of these associations for partners’ change in relationship satisfaction, and the role of gender in these relations. Results highlighted both accuracy and projection effects in partners’ perceptions. Moreover, one’s perceptions of the other’s dyadic coping responses mediated the effect of both one’s own and the others’ reported dyadic coping behaviors on one’s satisfaction. Findings are discussed in light of the implications for the study of dyadic coping and partner support as well as for intervention.
Organizational psychology is the science of psychology applied to work and organizations. It is a field of inquiry that spans more than a century and covers an increasingly diverse range of topics as the nature of work continues to evolve. This publication provides a comprehensive treatment of key topics that capture the broad sweep of organizational psychology. It features contributions by sixty-nine leading scholars who provide cutting-edge reviews, conceptual integration, and directions for future research. The forty-two articles of the handbook are organized into ten major sections, spanning two volumes, including such topics imperative to the field as: the core processes of work motivation, job attitudes and affect, and performance that underlie behavior at work; phenomena which assimilate, shape, and develop employees (i.e. socialization, networks, and leadership); the challenges of managing differences within and across organizations, covering the topics of diversity, discrimination, and cross-cultural psychology; and the powerful influence of technology on the nature of work and work processes. This two-volume set compiles knowledge in organizational psychology to date, and looks ahead with a roadmap for the future of the field.
We tested hypotheses concerning the effectiveness of three strategies for breaking conflict spirals in negotiations. We also investigated the relationship between outcomes and the relative frequency of reciprocated contentious communications. Results confirmed the hypotheses, showing that extreme distributive outcomes are related to the relative frequency of reciprocated contentious communications and that conflict spirals can be stopped by various communication strategies. Theoretical and practical implications for managing contentious negotiations are discussed.
This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.
This study examined the impact of general and sexual communication on couples’ overall and sexual satisfaction. Data were collected from 116 heterosexual, monogamous couples in relationships of at least three months’ duration. Open sexual communication accounted for unique variance in both sexual and overall relationship satisfaction; general communication effectiveness did so only for overall satisfaction. The relationship between open sexual communication and overall satisfaction was stronger for males, and the relationship between open sexual communication and sexual satisfaction was stronger for couples who had been together longer. The three-way interaction of open sexual communication, relationship length, and gender significantly predicted overall relationship satisfaction but not sexual satisfaction. Sexual satisfaction mediated the relationship between open sexual communication and overall satisfaction.
The search for the most effective conflict resolution procedure requires identification of the primary objective in resolving different kinds of disputes. This Article focuses on the kind of disputes considered in the legal system and draws on the results of the authors' empirical studies to develop a general theory of procedure for attaining the objectives of "truth" and "justice" in situations of cognitive conflict, conflict of interest, and in "mixed" disputes.
The management of organizational conflict involves the diagnosis of and intervention in conflict at intrapersonal, interpersonal, intragroup, and intergroup levels. A diagnosis should indicate whether there is need for intervention and the type of intervention needed. In general, an intervention is designed to attain and maintain a moderate amount of conflict a various levels and to enable the organizational members to learn the styles of handling interpersonal conflict so that the individual, group, and overall organizational effectiveness are enhanced.
In a study consisting of 202 currently-employed undergraduate students, we examined relationships between employees' perceptions of organizational justice and the styles they use for managing conflict with their supervisors. Regression analysis of questionnaire data indicated that distributive, procedural, and interactional justice were generally positively related to the use of more cooperative conflict management styles (i.e., integrating, obliging, and compromising). Two 2-way interaction effects were observed as well, such that higher interactional justice was related to greater use of the integrating style primarily when distributive justice was low and procedural justice was high. Additionally, distributive justice was positively related to use of the avoiding style. Theoretical and practical implications of the findings are discussed.
The current study investigated the moderating roles of age and trust in the relation of procedural justice with turnover. It was expected that the relation between procedural justice and turnover was weaker for older workers and those with high prior trust in their leader. Older workers are better at regulating their emotions, and focus more on positive aspects of their relationships with others, and therefore react less intensely to unfair treatment. Moreover, people with high trust are more likely to attribute unfair treatment to circumstances instead of deliberate intention than people with low trust. Finally, we expected a three-way interaction between age, trust, and procedural justice in relation to turnover, where older workers with high trust would have less strong reactions than younger workers and older workers with low trust. Results from a three-wave longitudinal survey among 1,597 Dutch employees indeed revealed significant interactions between trust and procedural justice in relation to turnover. Furthermore, the three-way interaction was significant, with negative relations for younger workers, but a non-significant relation was found for older workers with low trust. Contrary to expectations, negative relations were found between procedural justice and turnover for older workers with high trust.
The authors explored affect and behavioral involvement (gaze, talk time, and speaking turns) in spousal complaints and compliments, relating these constructs to current and longitudinal relational well-being. Participants were 65 married couples. Concurrent relational well-being was higher when partners negotiated (a) complaints with less negative affect, more gaze, less wife talk time, and more husband talk time and (b) compliments with less negative affect and more husband gaze. Husbands' satisfaction decreased over time when they experienced more negative affect while complimenting. Both spouses' satisfaction decreased over time when either partner, especially wives, took more speaking turns complaining. Partial support for the sentiment-override effect is discussed, but findings went beyond the effect to demonstrate contingent affect when responding to spousal behaviors.
This study was conducted to examine the association between marital adjustment and psychological distress in a large, probability sample of married adults in Japan (N = 710) from the Midlife Development in Japan study. Results indicate that positive and negative dimensions of marital adjustment were significantly associated with dimensional and categorical measures of psychological distress. Furthermore, the associations between marital adjustment and psychological distress remained significant when statistically controlling for neuroticism, quality of friend and family relationships, and demographic variables. These results demonstrate that the well-established association between marital adjustment and psychological distress found in European American countries is also found in Japan. Findings support continued research on marital functioning and psychological distress in East Asian countries.
Purpose
Resilience is a meta-theory for traits and resources that enhance coping with life difficulties. Spector (2006) first introduced the concept of Negotiation Resilience, as a host of inner and outer resources that help in negotiation. We concentrated on negotiators' dispositional NR, developing, over four studies, a measurable multidimensional construct, Trait Negotiation Resilience (TNR).
Methodology and findings
In Study 1, we developed TNR's measurement, Negotiation Resilience Inventory (NRI) and validated its factorial construct. Study 2 demonstrated NRI's reliability. Study 3 demonstrated NRI's construct validity by testing its correlations with relevant measures. Finally, Study 4 demonstrated NRI's predictive validity; NRI scores predicted negotiators' objective outcomes in a mixed-motive business negotiation.
Implications and value
The research expands the study of Negotiation Resilience; a concept which we believe was not researched since its introduction. Specifically, our studies produced a measurable construct for quantitative research of negotiators' dispositional resilience. They also suggested its applicability to various challenging interpersonal situations, and that contributes to resilience literature altogether.
The current study is a qualitative approach aims at exploring the marital conflicts and conflict resolution styles in dissatisfied married couples (DMC). Sample consisted of five dissatisfied married couples in district Gujrat, Pakistan. Convenient purposive sampling was used for selection of couples. Kansas Marital Satisfaction (KMS) Scale was used to assess dissatisfaction in marriage. Semi-structured interviews were conducted separately for husbands and wives at different times. Thematic analysis was used to identify themes across dissatisfied married couples and these were grouped under the relevant conflict resolution styles. Findings suggested DMC face different kinds of marital conflicts i.e. as aggressive spouse (husband) (80%), lack of cooperation, lack of spending time together, in-laws issues (respectively 60%), children issues (20%), decrease in effective communication and financial problems (respectively 40%). Moreover, both spouses of dissatisfied married couples actively use avoiding style of conflict resolution whereas both do not use accommodating, collaborating or compromising styles. However, competitive style is mostly used by dissatisfied husbands which indicates the dominant nature of males in our culture. Findings are significant in area of marital counseling to develop healthy conflict management skills to promote satisfaction in marriage.
This study experimentally examined how power and gender affect negotiation behaviors and how those behaviors affect negotiated outcomes. One hundred and forty-six dyads, in four combinations of power and gender, negotiated compensation agreements. In line with gender stereotypes, male negotiators were more dominating and females more obliging and somewhat more compromising. However, partially challenging the common association of power and masculinity, high-power negotiators were less dominating and more collaborating, obliging and avoiding than their low-power opponents. Generally, feminine and high-power behaviors induced agreement while masculine and low-power behaviors enhanced distributive personal gain. The study also assessed patterns of behavioral reciprocity and used sophisticated analytic tools to control for dyadic interdependence. Therefore it helps to elucidate the negotiation process and the role that power and its interplay with gender play in it.
The division of labor as a source of conflict is a concern for many couples. This study goes beyond the mere prediction of the amount of marital conflict by scrutinizing the relationship between spouses' discontent with the division of labor, their conflict interaction patterns, and subsequent outcomes. In addition, it aims to explain the relationship between wives' discontent with the division of labor and their conflict avoidance by looking at the moderating effect of spouses' gender role ideology. A survey of 494 Dutch couples showed that constructive and destructive conflict outcomes were predicted by spouses' discontent with the division of labor via marital interaction. The wife's discontent with housework was positively related to wife-demand/husband-withdraw interaction, which, in turn, predicted destructive conflict outcomes. Constructive conflict outcomes were predicted by mutually integrative interaction, which was, in turn, predicted by lower levels of discontent with the division of labor. Finally, traditional wives and wives with traditional husbands were more inclined to avoid conflict about the division of labor—despite their discontent—than egalitarian wives and wives with egalitarian husbands.
In this research, we explored the contributions of perceived procedural justice (PPJ) to the conflict management behaviors of adolescents when they experience conflict with their teachers. We tested an extensive model to determine how PPJ contributes to conflict management. We also extended research on PPJ to examine its impact on adolescents. Our results, acquired from a large and diverse sample of 256 high school students, indicate that PPJ had an impact on adolescents' approach to managing conflicts with their teachers. Students who perceived that their teachers' decision processes were just were less dominating and more avoiding, obliging, and compromising. In addition, we found that students' perceptions about the legitimacy of their teachers' authority mediated the relationships between PPJ and conflict management style. This study contributes to the rather scarce research on PPJ's role in conflict management and should be useful for educators searching for constructive, relationship-based tools for conflict management.
Although much has been learned from cross-sectional research on marriage, an understanding of how marriages develop, succeed, and fail is best achieved with longitudinal data. In view of growing interest in longitudinal research on marriage, the authors reviewed and evaluated the literature on how the quality and stability of marriages change over time. First, prevailing theoretical perspectives are examined for their ability to explain change in marital quality and stability. Second, the methods and findings of 115 longitudinal studies—representing over 45,000 marriages—are summarized and evaluated, yielding specific suggestions for improving this research. Finally, a model is outlined that integrates the strengths of previous theories of marriage, accounts for established findings, and indicates new directions for research on how marriages change. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Two correlational studies test the hypothesis that procedural justice, or fairness of process, plays a role in acceptance of agreements reached through bilateral negotiation. Both studies test the relationship between the fairness of the process used to resolve a dispute, objective monetary outcomes, subjective assessments of outcome favorability, and subjective assessments of outcome fairness. Additionally, the second study tests the hypothesis that negotiations characterized by greater procedural justice result in more potential for integrative bargaining. The results suggest that procedural justice encourages the acceptance of negotiated agreements, as well as leading to the opportunity for increased integrative bargaining.
This study examined the contribution of verbal behavior to the creation of rapport in negotiation, while methodologically addressing the issue of dependence between dyadic measures, which is inherent to the concept of rapport, with the Actor-Partner Interdependence model. The approach adopted is substantially different from that of past research, which emphasized the contribution of nonverbal behavior to rapport and used averaged rapport to asses it. Drawing both from the theoretical concept of rapport and from Politeness theory, the authors developed the Verbal Rapport Assessment scale. The authors found that rapport is indeed encoded in the verbal behavior and that various verbal behaviors contribute to negotiators’ sense of rapport, as well as to the judgment of negotiators’ rapport behaviors. Likewise, the authors found that a negotiator’s sense of rapport was primarily affected by his partners’ verbal behavior and by the interaction between behaviors of both sides. These findings emphasize the importance of the verbal channel and the dyad in creating rapport in negotiation. Negotiation in the twenty-first century is often characterized by exclusively verbal interactions (via telephone, chat, and e-mails); negotiators from many different fields can benefit from these findings.
This paper proposes a method to study cross-cultural differences with experimental control. We illustrate this method by examining how participants from India (a high power distance culture) and the Netherlands (a low power distance culture) react to being allowed or denied an opportunity to voice their opinions. We argue that one way to evaluate the influence of the assumed cultural differences in power distance is to assign participants to conditions that elicit “countercultural” psychological states, that is, conditions that prime low power distance in India and high power distance in the Netherlands. To the extent that the results in the countercultural (experimental) conditions meaningfully differ from those observed in the control conditions in which no values are emphasized explicitly, we gain insight into the psychological dimensions that account for cross-cultural differences in people’s reactions. The findings presented indeed suggest that the random assignment of participants to countercultural conditions provides cross-cultural researchers with a powerful tool to examine the causal impact of meaningful psychological dimensions that are presumed to differ across cultures. The results further reveal that when high power distance was emphasized either because of national culture or situational cues, participants showed less strong reactions to the voice versus no-voice manipulation than when low power distance was emphasized as a result of either national culture or situational cues. Implications and limitations of this countercultural-experimental approach for the study of cross-cultural differences as well as the psychology of voice and power distance are discussed.
This study considers the issue of adult attachment style in relation to conflict resolution and relationship satisfaction. Subjects selected into one of three styles: secure, anxious/ambivalent, or avoidant. Analyses revealed significant differences among the groups on three styles of conflict resolution (compromising, obliging, and integrating) and on relationship satisfaction. The results are interpreted with regard to attachment theory.
Styles of handling conflict are highly consequential to marital success. The behavioral model predicts that spouses' accuracy in perceptions of each other will be associated with marital quality, whereas the benevolent perception model predicts that benevolent perceptions, even when objectively inaccurate, will be associated with marital quality. To investigate the role of perceptions of marital conflict styles, 194 couples married for less than five years completed self- and partner-reports of conflict styles and marital satisfaction. Results indicated that spouses were both accurate (i.e., seeing the self the same as one's partner sees the self) and biased (i.e., seeing the partner the same as one sees the self) in their perceptions of each others' conflict styles. Little support existed for the accuracy model of perception and marital satisfaction, but more consistent support was obtained for the benevolent perception model in which more positively toned perceptions, regardless of their consistency with partners' self-perceptions, were associated with higher marital satisfaction. Results of actor-partner interdependence analyses revealed numerous actor effects for conflict styles and satisfaction, and partner effects for the styles of conflict engagement and withdrawal and partners' marital satisfaction.
This investigation examined the effects of bargainer role and sex‐role composition on the frequencies and sequences of bargaining talk. Thirty‐two male and thirty‐two female bargainers were assigned to labor‐management roles in same‐sex or mixed‐sex dyads to bargain a simulated grievance case. A modified version of the Bargaining Process Analysis (BPA) was employed to test for reciprocity of bargaining strategies. The findings demonstrated that management representatives relied on defensive tactics while labor negotiators specialized in offensive maneuvers; these strategies emerged in the interaction structure of negotiators, especially in their use of attack‐defend and offensive‐information giving patterns. Impasse dyads, as compared with agreement pairs, exhibited a tightly‐structured, reciprocal pattern of attack‐attack or defend‐defend, with management initiating this cycle.
I. Overview. Introduction. The Design of This Study. II. The Antecedents of Cooperative Behavior. Why Study Cooperative Behavior in Groups. Instrumental Motivations for Engaging in Cooperative Behavior. Internally-driven Cooperative Behavior. III. The Influence of Justice: Procedual Justice and Cooperation. The Influence of Justice Based Judgments. Procedural Justice and Cooperative Behavior. IV. The Meaning of Procedual Justice: The Four Component Model. Relational Models of Procedual Justice. A Two Component Model of Procedural Justice: Quality of Decision-making and Quality of Treatment. Creating a Four Component Model of Procedural Justice: Adding the Distinction Between Formal and Informal Sources of Justice. V. Social Identity and Cooperative Behavior: Status and Psychological Engagement. Social Identity and Cooperative Behavior. Justice and Group Status: The Antecedents of Status Evaluations. Psychological Engagement with the Group. VI. Discussion Conclusion: Understanding Group Behavior From a Non-Instrumental Perspective. VII. References. VIII. Appendices
A central premise of the procedural justice literature—based on studies conducted mainly in the United States—is that people react unfavorably when they have little voice in a decision-making process. The studies reported here evaluated whether the magnitude of voice effects varies across cultures. As predicted, Studies 1–3 showed that the tendency for people to respond less favorably (i.e., with lower organizational commitment) to lower levels of voice was greater in low power distance cultures (United States and Germany) than in high power distance cultures (People's Republic of China, Mexico, and Hong Kong). And in a single cultural setting, Study 4 found a similar interactive effect of voice and people's power distance beliefs on employees' work attitudes and job performance. Theoretical implications for the justice and cross-cultural literatures are discussed, as are practical implications and suggestions for future research.
This study reports on the development of the Dyadic Adjustment Scale, a new measure for assessing the quality of marriage and other similar dyads. The 32 item scale is designed for use with either married or unmarried cohabiting couples. Despite widespread criticisms of the concept of adjustment, the study proceeds from the pragmatic position that a new measure, which is theoretically grounded, relevant, valid, and highly reliable, is necessary since marital and dyadic adjustment continue to be researched. This factor analytic study tests a conceptual definition set forth in earlier work and suggests the existence of four empirically verified components of dyadic adjustment which can be used as subscales [dyadic satisfaction, dyadic cohesion, dyadic consensus and affectional expression]. Evidence is presented suggesting content, criterion related, and construct validity. High scale reliability is reported. The possibility of item weighting is considered and endorsed as a potential measurement technique, but it is not adopted for the present Dyadic Adjustment Scale. It is concluded that the Dyadic Adjustment Scale represents a significant improvement over other measures of marital adjustment, but a number of troublesome methodological issues remain for future research.
Purpose
– This study aims to examine the role of horizontal and vertical individualism‐collectivism in explaining conflict management styles. Design/methodology/approach – A total of 640 respondents completed the Rahim Organizational Conflict Inventory‐II (ROCI‐II, Form C) designed to assess five conflict management styles and the individualism‐collectivism (I‐C) scale designed to assess the vertical and horizontal aspects of individualism‐collectivism. Findings – Correlation and regression analyses provide support for a conceptual fit between cultural dimensions and conflict management styles. Horizontal and vertical aspects of individualism‐collectivism explained 5‐20 percent of the variance in the various conflict management styles. Specifically, individuals displaying an individualist orientation (horizontal and vertical) tended to give greater importance to satisfying personal needs and preferred a dominating style, rather than an obliging or avoiding style. In contrast, collectivists (horizontal and vertical) seemed more likely to sacrifice personal needs for the sake of the group and preferred an integrating style. Further, horizontal collectivists were more likely to prefer an obliging style and vertical collectivists an avoiding style of conflict management. Research limitations/implications – Generalization is limited to college student samples from the USA. Practical implications – Organizations could provide training programs to sensitize employees to their specific cultural orientations and their preferred conflict management styles. In addition, employees could learn to switch between styles depending on the situation, issue, or relationship within which the conflict is taking place. Originality/value – Highlights the importance of sensitizing employees to their cultural orientation and preferred conflict management style; raises the possibility of training them to develop alternate styles.
Purpose
The present paper aims to identify an important moderator of the effect of leader's fairness on the conflict handling style adopted by followers. Based on the uncertainty management model the authors hypothesize that the motivation to reduce uncertainty, reflected by individual differences in need for cognitive closure, moderates the use of constructive conflict handling style as a response to variation in leader's perceived procedural fairness.
Design/methodology/approach
A correlational study was conducted on a sample of 175 Italian public employees. Each participant filled out a questionnaire. Data analysis was carried out performing a series of multiple regression analyses.
Findings
Consistent with previous research, regression analysis showed that perceived leader's fairness promoted a more constructive approach to manage conflict with leaders. More importantly this relationship was stronger under high rather than low need for cognitive closure.
Practical implications
Present results suggest that in order to favor a solution‐oriented conflict handling style, leaders should promote perceptions of procedural fairness, especially among those with high need for closure.
Originality/value
This is one of the first studies that looks at a moderator of the relationship between leader's fairness and constructive conflict management. It integrates literature on procedural fairness and cooperation. Furthermore, as the current research focuses on need for closure, it has important implications with regard to the uncertainty management model.
Procedural justice research has documented many positive consequences of fair decision-making procedures and treatment by authorities. However, it is unclear why these effects of procedural justice occur. The group-value model proposes that fair procedures matter because they communicate two symbolic messages about group membership: (1) whether individuals are respected members of a group and (2) whether they should feel pride in the group as a whole. These messages are conveyed by 3 relational aspects of the actions of authorities: actions that indicate neutrality, trustworthiness, and status recognition. Results from 4 different studies provide evidence that (1) relational aspects of fair procedures communicate group-relevant information and (2) this information mediates the influence of procedural judgments on group-oriented behaviors and feelings of self-esteem. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Analyzed lay conceptions of love and commitment from a prototype perspective. In Study 1, Ss listed the features of love and/or commitment. In Study 2, centrality (prototypicality) ratings of these features were obtained. In Study 3, central features were found to be more salient in memory than peripheral features. In Study 4, it was shown that it sounded peculiar to hedge central but not peripheral features. In Study 5, central features of love were expected to be more applicable than peripheral features as relationships increased in love. Similarly for commitment, central features were expected to be more applicable than peripheral features as relationships increased in commitment. In Study 6, violations of central features of love were perceived as contributing to a greater decrease in love than were violations of peripheral features. Similarly, violations of central features of commitment were perceived as contributing to a greater decrease in commitment than were violations of peripheral features. I concluded that the findings across several studies fit best with Kelley's (1983) description of love and commitment as largely overlapping but partially independent. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The Second Edition of this classic work, first published in 1981 and an international bestseller, explores the differences in thinking and social action that exist among members of more than 50 modern nations. Geert Hofstede argues that people carry "mental programs" which are developed in the family in early childhood and reinforced in schools and organizations, and that these programs contain components of national culture. They are expressed most clearly in the different values that predominate among people from different countries. Geert Hofstede has completely rewritten, revised and updated Cultures Consequences for the twenty-first century, he has broadened the book's cross-disciplinary appeal, expanded the coverage of countries examined from 40 to more than 50, reformulated his arguments and a large amount of new literature has been included. The book is structured around five major dimensions: power distance; uncertainty avoidance; individualism versus collectivism; masculinity versus femininity; and long term versus short-term orientation. --Publisher.
In this study, we examined the relationships between and among adolescents' attachment styles, conflict perceptions, and strategies for coping with conflicts with their peers. The study participants were 146 pupils at a junior high school who completed self-report questionnaires about their attachment styles (secure, anxious, or avoidant), conflict coping styles (avoiding, dominating, obliging, compromising, and integrating), and conflict perceptions (positive or negative), as well as social and academic status and the frequency with which they and their friends were involved in conflicts.We found strong, statistically significant correlations between attachment style, coping strategy, and conflict perception. Generally, participants whose secure attachment scores were higher reported that they held more positive attitudes toward conflict, used more cooperative strategies to cope with conflicts, and were involved in conflicts less often; they also seemed to be less obliging and more dominating in their coping strategies. Avoidant attachment adolescents in our study displayed more negative conflict perceptions and made greater use of dominating strategies.We also found that participants' conflict perceptions mediated the relationship between their attachment styles and coping styles. Because it is generally easier to change attitudes than it is to change attachment styles, which are more fixed, our findings suggest that changing adolescents' conflict perceptions, through school curricula, for example, may be an effective way to improve their ability to cope with conflict.
Evidence of gender differences in reactions to experienced fair and unfair treatment in relationship conflict was examined in 4 studies among dating, cohabiting, and married participants in The Netherlands. Using a critical incidents method and a scenario, this research provided convergent results suggesting that the relationship between fairness of treatment and affective feelings or relationship satisfaction is stronger for women than for men. This gender difference disappeared under conditions of high relationship commitment. Furthermore, men who identified strongly with their relationship showed stronger reactions to fair treatment than men who identified weakly with their relationships. Finally, the manipulation of relationship salience led to heightened sensitivity to fairness of treatment among men, but not among women.
We conducted a survey to examine the impact of distributive and procedural justice on the reactions of 217 employees to decisions about pay raises. Distributive justice accounted for more unique variance in satisfaction with pay than did procedural justice, but procedural justice accounted for more unique variance in two other measures of attitudes about the employing institution and its authorities, trust in supervisor and organizational commitment. We discuss what our results imply about the nature of justice in organizations and the distributiveprocedural distinction.
This study investigated the effects of spouses' global sentiments (i.e., their marital bonds) on spouses' perceptions of their partners' specific affects. Ninety-six newlywed couples participated in the study. Positive or negative sentiment override was indicated when spouse ratings of specific affects differed from the coding of objective coders. For both positive affect and low-intensity negative affect, wives' marital bond predicted their ratings of their husbands' affect. In addition, there was evidence for positive sentiment override when wives rated husbands' low-intensity negative affect. As predicted, neither husbands nor wives were influenced by sentiment override when rating their spouses' high-intensity negative affects. These results suggest that marital bond serves as a perceptual filter through which wives evaluate their husbands' behavior.
The first phase of this study focused on the development of comprehensive, conceptually integrated measures of procedural and distributive justice in the context of family decision making. In the second phase, these measures were used to examine older adolescents' justice appraisals of specific family disputes and the relation of these justice appraisals to family systems functioning along dimensions of conflict and cohesion. A Family Justice Inventory was constructed, which included two global indices (one for procedural justice and one for outcome fairness) and 13 subscales: 9 measuring specific facets of the procedural justice construct and 4 measuring specific dimensions of the distributive justice construct. Factor analysis revealed that the 13 Family Justice Inventory subscales could be reduced to 5 interpretable procedural justice factors (personal respect, status recognition, process control, correction, and trust) and 4 interpretable distributive justice factors (decision control, need, equality, and equity). Using procedural justice factor scores in regression analyses, personal respect, status recognition, correction, and trust each accounted for unique variance in family conflict and family cohesion. Using distributive justice factor scores in regression analyses, both decision control and need accounted for unique variance in family conflict and family cohesion. Using both procedural and distributive justice factor scores in regression analyses, personal respect, status recognition, and trust each accounted for unique variance in both family conflict and family cohesion. Additionally, equity also accounted for unique variance in family conflict but not family cohesion and the direction of the relationship was positive, that is, more equity in resolving specific family disputes was associated higher levels of general family conflict.
Marital conflict has been identified as a risk factor for poor health in marriage partners and their children. However, the mechanisms through which marital conflict influences health have not been fully elucidated. Furthermore, there is variability in health outcomes associated with marital conflict. The current endeavor proposes that the impact of marital conflict on physical health is due, at least in part, to excessive sympathetic arousal and incorporates the Polyvagal Theory to explain how vagal regulation (an index of parasympathetic regulation) may aggregate or attenuate the risk for poor health outcomes in the context of conflict. Examination of intervening variables, such as vagal regulation, allows for elucidation of the relation between marital conflict and health problems in children and adults. Specifically, this paper proposes that individuals with high vagal regulation will be protected from the impact of marital conflict on physical health by the mitigation of detrimental sympathetic arousal, whereas individuals with low vagal regulation will be more vulnerable to the effects of marital conflict on health. Support for this proposition is provided through the presentation of literature on vagal regulation as a protective factor against negative health outcomes in children exposed to marital conflict.
Beneficial and detrimental correlates of interpersonal disagreement have been postulated and documented. The conclusion: Conflict is both bad and good. The evidence for these paradoxical effects is summarized. In this essay, we argue that the consequences of conflict for individuals depends on its frequency, the way in which it is managed, and the quality of the relationship in which it arises. Nonlinear patterns of association are hypothesized such that constructive conflicts, particularly those arising in supportive relationships, should (up to a limit) predict more beneficial and fewer detrimental outcomes. In contrast, coercive conflicts, particularly those arising in unsupportive relationships, should predict more adverse and fewer favorable outcomes.
The implementation of carbon dioxide capture and storage technology (CCS) is considered an important climate change mitigation strategy, but the viability of this technology will depend on public acceptance of CCS policy decisions. The results of three experiments with students as participants show that whether or not interest groups receive an opportunity to express their opinions in the decision-making process (i.e., group voice) affects acceptance of CCS policy decisions, with inferred trustworthiness of the decision maker mediating this effect. Decision-making procedures providing different interest groups with equal opportunities to voice their opinions instigate more trust in the decision maker and, in turn, lead to greater willingness to accept decisions compared to no-voice procedures (i.e., unilateral decision-making-Study 1) and unequal group-voice procedures (i.e., when one type of interest group receives voice, but another type of interest group does not-Study 2). Study 3 further shows that an individual's own level of knowledge about CCS moderates the desire for an opportunity for members of the general public to voice opinions in the decision-making process, inferred trustworthiness of decision makers, and policy acceptance. These results imply that people care about voice in decision-making even when they are not directly personally involved in the decision-making process. We conclude that people tend to use procedural information when deciding to accept or oppose policy decisions on political complex issues; hence, it is important that policymakers use fair group-voice procedures and that they communicate to the public how they arrive at their decisions.
Building on fairness heuristic theory, fairness theory, and trust development models, we argue that unfairly enacted procedures decrease followers' trust in the authority particularly when authorities have high power over their followers. Moreover, we expected trust to mediate procedural fairness effects on followers' attitudes (authorities' legitimacy and charisma attributed to authorities) and organizational citizenship behavior. Procedural fairness effects on these variables, as mediated by trust, should therefore also be stronger when authority power is high. The results of a single- and multisource field study and a laboratory experiment supported these predictions. These studies support the role of authority power as a theoretically and practically relevant moderator of procedural fairness effects and show that its effectiveness is explained through trust in authorities.