RESUMO
Comprehensive apologies are effective strategies to solve interpersonal conflict and promote reconciliation. However, transgressors tend to avoid providing comprehensive apologies because it is more threatening to do so. As a result, transgressors usually offer perfunctory apologies and hinder their own chances of being forgiven. Given the importance of promoting high-quality apologies, we investigate the role of moral identity in increasing apology comprehensiveness. Across three studies using a combination of experimental and correlational designs with autobiographical recall paradigm, we demonstrate that transgressors high in moral identity feel guiltier after committing a transgression. As a result, they offer more comprehensive apologies. Moreover, the effects of guilt on transgressors' apologizing are conditional on the perceived apology effectiveness. Guilt is particularly important to boost apology quality when perceived apology effectiveness is low. In such cases, guilt leads transgressors to make more reparative efforts towards reconciliation despite the low possibility of apology's acceptance.
Assuntos
Emoções , Culpa , Humanos , Princípios Morais , Relações Interpessoais , Conflito PsicológicoRESUMO
Using a sample drawn from a Brazilian electric company exposing employees to both dangerous and non-dangerous working conditions, the current study provides evidence on the differential underlying mechanisms guiding the relationships of organizational identification and person-organization-fit (P-O fit) with job performance. We suggest that despite their relatedness in current literature, organizational identification operates as a largely self-centered process and P-O fit as a predominantly context-dependent one, leading to distinct work-related processes deriving from each construct. Our findings suggest that P-O fit serves as a pathway through which job identification induces job performance. In this mediating path, personality and in particular neuroticism, hinders the effects of identification, whereas job dangerousness, a contextual factor, undermines work-related effects of perceived environmental congruence (P-O fit). Discussing these results, we provide novel insights on the distinct mechanisms driving organizational identification, P-O fit and their contingencies.
RESUMO
This paper addresses the role of negative asymmetries in emotional self-prediction by looking at the extent to which individuals misestimate their own betting behavior in sequential gambles. In a series of three experimental studies, we demonstrate that losses lead to higher than planned bets whereas bets are on average carried over after gains. Such asymmetric deviations from the plan emerge (1) when monetary and non-monetary incentives are used, and (2) when participants face fair and unfair gambles. The asymmetry is based on people's inability to predict how much the negative emotions generated by a bad experience (e.g. the loss) will influence them to put more effort (e.g. bet more) than planned in an attempt to re-establish a homeostatic state in the prospect of a good experience (e.g. winning).
Assuntos
Enganação , Jogo de Azar/psicologia , Comportamento Impulsivo , Motivação , Recompensa , Adulto , Afeto , Comportamento de Escolha , Emoções , Feminino , HumanosRESUMO
The authors tested the proposition that monetary household income affects subjective well-being (E. Deiner, E. M. Suh, R. E. Lucas, & H. L. Smith, 1999) through the mediating mechanisms of objective and subjective social classes. The present authors drew a representative sample in a door-to-door survey format from a Brazilian urban center. Using a back-translated version of E. Diener, R. A. Emmons, R. J. Larson, and S. Griffin's (1985) Satisfaction With Life Scale, the present authors demonstrated a significant relation with income. However, this effect was mediated by objectively and subjectively measured social classes. These effects reinforce, extend, and internationally generalize the Person x Situation perspective elaborated by E. Diener et al. (1999).