No abstract

Although several studies have empirically supported the distinction between organizational identification (OI) and affective commitment (AC), there is still disagreement regarding how they are related. Precisely, little attention has been given to the direction of causality between these two constructs and as to why they have common antecedents and outcomes. This research was designed to fill these gaps. Using a cross-lagged panel design with two measurement times, Study 1 examined the directionality of the relationship between OI and AC, and showed that OI is positively related to temporal change in AC, confirming the antecedence of OI on AC. Using a cross-sectional design, Study 2 investigated the mediating role of OI in the relationship between three work experiences (i.e., perceived organizational support, leader-member exchange, and job autonomy) and AC, and found that OI partially mediates the influence of work experiences on AC. Finally, Study 3 examined longitudinally how OI and AC combine in the prediction of actual turnover, and showed that AC totally mediates the relationship between OI and turnover. Overall, these findings suggest that favorable work experiences operate via OI to increase employees' AC that, in turn, decreases employee turnover.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. . (2005), "Effect size and power in assessing moderating effects of categorical variables using multiple regression: A 30-year review", Journal of Applied Psychology, 90, 94-107.

The therapeutic potential of the use of mental representations, such as mental images, might be an interesting approach in the treatment of people who are severely impaired with respect to the processing of emotion, and in particular the activation of mental images. That is the case of alexithymia, which is a multifaceted construct comprising (a) diffi culty identifying feelings and distinguishing between feelings and the bodily sensations of emotional arousal; (b) diffi culty describing feelings to others; (c) a restricted imagination, as evidenced by a paucity of fantasies; and (d) a cognitive style that is literal, utilitarian, and externally oriented (Taylor and Bagby, 2000). Thirty-one alexithymic female students were randomly distributed into two conditions: hypnotic imagery condition and control condition. Participants in the hypnotic imagery condition took part in an 8-session individual training programme. The fi ndings indicate that hypnosis is an effective technique for obtaining a decrease in alexithymic scores. The fi ndings also indicate that changes in mood states are not involved in the change in alexithymia scores. This suggests that hypnosis has exerted a direct effect upon alexithymia (not attributable to anxiety or depression), and consequently demonstrates that it is possible to exert an effect (i) upon alexithymia without targeting a decrease in anxiety or depression scores, (ii) upon alexithymic people with no anxiety or depression problems, as anxiety and depression are not the therapeutic determinant of the therapeutic response.

Most studies dedicated to the examination of employer branding in industrial/organisational psychology investigated it using samples of applicants. The objective of the present research was to study the influence of the employer branding of a company on its employees' attitudes. More precisely, we examined the interactive effect of the employment offering as portrayed by organisational communications and the employment experience as lived by employees on their affective commitment (AC). Furthermore, we analysed the mechanisms underlying these relationships, i.e. perceived organisational support (POS) and psychological contract violation (PCV). One-hundred eighty-six department managers of a large multinational retailing company involved in employer branding practices were surveyed. Results indicated that employment offering and lived employment experience interact in the prediction of both POS and PCV and this interactive effect carries over to AC. Implications of these findings for both researchers and practitioners are discussed.