When idols look into the future: fair treatment modulates the affective forecasting error in talent show candidates

People's affective forecasts are often inaccurate because they tend to overestimate how they will feel after an event. As life decisions are often based on affective forecasts, it is crucial to find ways to manage forecasting errors. We examined the impact of a fair treatment on forecasting errors in candidates in a Belgian reality TV talent show. We found that perceptions of fair treatment increased the forecasting error for losers (a negative audition decision) but decreased it for winners (a positive audition decision). For winners, this effect was even more pronounced when candidates were highly invested in their self-view as a future pop idol whereas for losers, the effect was more pronounced when importance was low. The results in this study point to a potential paradox between maximizing happiness and decreasing forecasting errors. A fair treatment increased the forecasting error for losers, but actually made them happier

Mindfulness, authentic functioning, and work engagement : a growth modeling approach

Previous research has demonstrated that mindfulness helps reduce symptoms of work stress but research has yet to clarify whether and how mindfulness is linked to work engagement. Using self-determination theory we hypothesize that mindfulness is positively related to work engagement and that this relationship can be better understood through authentic functioning. We collected survey data on these variables in the context of six mindfulness trainings at three points in time: before the training, directly after the training, and four months after training. We examined the relationships between mindfulness, authentic functioning, and work engagement, both statically (cross-sectionally) and dynamically as they change over training. Results show that authentic functioning mediates the relationship between mindfulness and work engagement, partially for the static relationship and fully for the dynamic relationship. We discuss how these findings further clarify the role of mindfulness in the workplace and highlight the implications for the literature on authentic functioning and work engagement. © 2013 Elsevier Inc.publisher: Elsevier articletitle: Mindfulness, authentic functioning, and work engagement: A growth modeling approach journaltitle: Journal of Vocational Behavior articlelink: http://dx.doi.org/10.1016/j.jvb.2013.01.012 content_type: article copyright: Copyright © 2013 Elsevier Inc. All rights reserved.status: publishe

Improving feedback reports: the role of procedural information and information specificity

We investigated the effects of varying two types of information in feedback reports on feedback reactions in the context of managerial skill development. We found that favorable reactions increased when a high amount of procedural information was given. Furthermore, unfavorable reactions diminished when participants received low specific information. Fifteen months after the assessment of feedback reactions, we also measured students' self-reported involvement in developmental activities and found a significant and positive relationship between favorable feedback reactions and developmental activities. These results provide useful suggestions for management educators to enhance feedback reactions in managerial skill development

PhDs in transitie : wat is de waarde van een doctoraat buiten de universiteit?

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Generatieverschillen op de werkvloer: een systematische analyse van een mythe

This article critically assesses the claim that generations are fundamentally different and therefore should be approached differently in the workplace. We examine this claim with an extensive and systematic literature review. First, we explain the theoretical rationale for presumed generational differences; this is followed by an evaluation of the conceptual and methodological problems within current research on generational differences. On the basis of a systematic review of empirical studies, we provide an overview of the evidence for generational differences in the workplace. We conclude that to date there is little evidence in the scientific literature for distinguishing generations with respect to the workplace. Finally, we offer some suggestions for future research.Dit artikel toetst kritisch de claim dat generaties fundamenteel van elkaar verschillen en we hen daardoor op de werkvloer anders zouden moeten benaderen. We doen dit aan de hand van een uitgebreide en systematische literatuurstudie. We leggen eerst de theoretische rationale voor veronderstelde generatieverschillen uit, waarna een evaluatie volgt van conceptuele en methodologische problemen met het huidige generatie-onderzoek. Vervolgens wordt via een systematisch overzicht van empirische studies de evidentie getoetst voor generatieverschillen op de werkvloer. Hieruit blijkt dat de wetenschappelijke literatuur tot op heden geen evidentie biedt voor het onderscheiden van generaties op de werkvloer. Ten slotte bieden we enkele suggesties voor toekomstig onderzoek aan

PhDs in transition : what is the value of a PhD outside academia?

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Behavioral integrity for safety, priority of safety, psychological safety, and patient safety: a team-level study

This article clarifies how leader behavioral integrity for safety helps solve follower's double bind between adhering to safety protocols and speaking up about mistakes against protocols. Path modeling of survey data in 54 nursing teams showed that head nurse behavioral integrity for safety positively relates to both team priority of safety and psychological safety. In turn, team priority of safety and team psychological safety were, respectively, negatively and positively related with the number of treatment errors that were reported to head nurses. We further demonstrated an interaction effect between team priority of safety and psychological safety on reported errors such that the relationship between team priority of safety and the number of errors was stronger for higher levels of team psychological safety. Finally, we showed that both team priority of safety and team psychological safety mediated the relationship between leader behavioral integrity for safety and reported treatment errors. These results suggest that although adhering to safety protocols and admitting mistakes against those protocols show opposite relations to reported treatment errors, both are important to improving patient safety and both are fostered by leaders who walk their safety talk