The aim of this paper is to familiarize the reader with the concept of psychological energy, and the role it plays in deepening our understanding of psychosocial adaptation to traumatic life events and, more pointedly, the onset of chronic illness and disability. In order to implement this aim, the following steps were undertaken: First, a brief historical review of the nature of energy, force and action, as traditionally conceived in the field of physics, is provided. Second, an overview of PE (...) is presented, with a shared emphasis on both its historical underpinnings and its present conceptualizations in the fields of social, health and rehabilitation psychology. Particular emphasis is placed upon applications of PE in the domains of adaptation to stress, trauma and CID onset. Third, reviewed are measuring instruments that have been traditionally applied to the assessment of the nature, content and magnitude of PE and its dynamics. Finally, new perspectives are offered on the dimensional structure, processes and dynamics, assumed to undergird PE, its underlying conceptual similarities to physical energy, and its potential and deeper link to the process of psychosocial adaptation in the aftermath of experiencing trauma and CID. (shrink)

An increasingly popular theory of moral responsibility, Attributionism, identifies attitudes as the locus of direct responsibility. And yet, two agents with qualitatively identical attitudes may differ in their responsibility due to a difference in whether they act on those attitudes. On the most plausible interpretation of Attributionism, attitude duplicates differ in their responsibility only with respect to the scope of what they’re responsible for: one agent is responsible for only their attitudes, while the other is responsible for their attitudes and (...) for acting in a way that reflects those attitudes. Against this, I argue that attitude duplicates may also differ with respect to their degrees of praiseworthiness, and that this is best explained by either the effort or sacrifice instantiated in one’s actions—explanations unavailable to Attributionism. If this is correct, then Attributionism fails to provide an adequate account of praiseworthiness, and therefore fails as a theory of moral responsibility. (shrink)

Extant research has identified various effects of leader humor on subordinates and work groups. In contrast, less research has explored the influence of leader humor on leaders themselves and leaders’ subsequent behaviors. To address these issues, we drew from ego depletion theory and investigated when and how leader humor impacted leader workplace deviance. We argued that leader humor along with high impression management motive would bring increased ego depletion to leaders themselves and ultimately result in more leader workplace deviance. We (...) tested our theoretical model using a three-wave time-lagged field survey data collected from 103 leaders and 595 subordinates, as well as an experiment involving 487 leader participants, which provided overall support for our hypotheses. Our findings revealed the possible dark side of leader humor influencing both leaders themselves and organizations. Theoretical contributions and new avenues for future research are addressed. (shrink)

Past research has demonstrated that employees’ perceptions of abusive supervision are positively associated with the enactment of bullying behaviors. However, an investigation of the factors influencing employees’ decision to bully others at work has yet to be completed. In this study, we propose that the relationship between perceptions of abusive supervision and the enactment of bullying behaviors is mediated by state self-regulation, and that active coping moderates the relationship between state self-regulation and bullying. Further, we analyze how the situational context (...) affects employees’ levels of self-regulatory resource depletion and ultimately, the extent to which they engage in bullying behaviors. A moderated mediation analysis using time-separated data provided support for our hypotheses, suggesting that employees’ state self-regulation helps explain why abusive supervision is associated with bullying and that active coping helps to reduce bullying behaviors. Further, the results suggest that negative environments are associated with more bullying. Contributions, practical implications, and future research directions are discussed. (shrink)

This study examines why and when negative workplace gossip promotes self-serving behaviors by the employees being targeted. Using conservation of resources theory, we find that targets tend to increase their political acts as a result of ego depletion triggered by negative gossip. We also show that sensitivity to interpersonal mistreatment and moral disengagement moderate this process. Specifically, we demonstrate that targets with high levels of sensitivity to interpersonal mistreatment are more likely to experience ego depletion, and that targets with high (...) levels of moral disengagement will find it easier to persuade themselves to engage in political acts. We conducted a three-wave time-lagged survey of 265 employees in Guangdong, China, to test our hypotheses. The results support our theoretical model and indicate that COR theory can be used to explain the impacts of negative workplace gossip. Alongside our important and timely theoretical contributions, we provide new perspectives on how managers can avoid or mitigate these political acts. (shrink)

Cognitive Science, Volume 46, Issue 9, September 2022.