Justin Aselage
Biographic Data
| ID | 6541318 |
|---|---|
| NAME | Justin Aselage |
| GIVEN NAMES | Justin |
| FAMILY NAME | Aselage |
| SIGNATURE | ASELAGE J |
| AFFILIATIONS | Corporate Executive Board (United States) |
| VERIFIED | No |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 54 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2003 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 2 |
Reciprocation wary employees discount psychological contract fulfillment
The present study examined the moderating role of reciprocation wariness in the association of employees' psychological contract fulfillment with psychosomatic strain and voluntary turnover, as mediated by perceived organizational support. To study these relationships longitudinally, 169 graduating college seniors were surveyed upon job acceptance and again 3 weeks, 3 months, 6 months, and 18 months following the start of employment. The findings…
The Motive for Sensory Pleasure
Eight studies assessed the motive for sensory pleasure (MSP) involving a general disposition to enjoy and pursue pleasant nature-related experiences and avoid unpleasant nature-related experiences. The stated enjoyment of pleasant sights, smells, sounds, and tactile sensations formed a unitary construct that was distinct from sensation seeking, novelty preference, and need for cognition. MSP was found to be related to (a) enjoyment of pleasant na…
Incremental effects of reward on experienced performance pressure
Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by per…
Who Takes the most Revenge? Individual Differences in Negative Reciprocity Norm Endorsement
The authors report that beliefs favoring the reciprocation of unfavorable treatment form a unitary factor that is distinct from beliefs favoring the reciprocation of favorable treatment. Individual differences in endorsement of this negative reciprocity norm were related to (a) beliefs that people are generally malevolent; (b) inclination toward anger in everyday life; (c) anger, disagreement, and ridicule directed toward a new acquaintance who t…
Perceived organizational support and psychological contracts
Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they have focused on different aspects of this relationship. We suggest that, far from being independent, the different parts of the employee–employer association considered by the two theories are mutually interdependent. Further, key processes identified by eac…
Perceived organizational support and psychological contracts
Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they have focused on different aspects of this relationship. We suggest that, far from being independent, the different parts of the employee–employer association considered by the two theories are mutually interdependent. Further, key processes identified by eac…
Incremental effects of reward on experienced performance pressure
Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by per…
Perceived organizational support and psychological contracts
Although organizational support theory and psychological contract theory both stress social exchange processes in the establishment and maintenance of the employee–employer relationship, they have focused on different aspects of this relationship. We suggest that, far from being independent, the different parts of the employee–employer association considered by the two theories are mutually interdependent. Further, key processes identified by eac…
Who Takes the most Revenge? Individual Differences in Negative Reciprocity Norm Endorsement
The authors report that beliefs favoring the reciprocation of unfavorable treatment form a unitary factor that is distinct from beliefs favoring the reciprocation of favorable treatment. Individual differences in endorsement of this negative reciprocity norm were related to (a) beliefs that people are generally malevolent; (b) inclination toward anger in everyday life; (c) anger, disagreement, and ridicule directed toward a new acquaintance who t…
Incremental effects of reward on experienced performance pressure
Two field studies and a laboratory study examined the influence of reward for high performance on experienced performance pressure, intrinsic interest and creativity. Study 1 found that employees' expected reward for high performance was positively related to performance pressure which, in turn, was positively associated with the employees' interest in their jobs. Study 2 replicated this finding and showed that intrinsic interest, produced by per…
The Motive for Sensory Pleasure
Eight studies assessed the motive for sensory pleasure (MSP) involving a general disposition to enjoy and pursue pleasant nature-related experiences and avoid unpleasant nature-related experiences. The stated enjoyment of pleasant sights, smells, sounds, and tactile sensations formed a unitary construct that was distinct from sensation seeking, novelty preference, and need for cognition. MSP was found to be related to (a) enjoyment of pleasant na…
Reciprocation wary employees discount psychological contract fulfillment
The present study examined the moderating role of reciprocation wariness in the association of employees' psychological contract fulfillment with psychosomatic strain and voluntary turnover, as mediated by perceived organizational support. To study these relationships longitudinally, 169 graduating college seniors were surveyed upon job acceptance and again 3 weeks, 3 months, 6 months, and 18 months following the start of employment. The findings…
Psychology (5 works) · Social Psychology (5 works) · Job Satisfaction and Organizational Behavior (3 works) · Social Psychology (3 works) · Economics (2 works) · Psychological contract (2 works) · Accounting (1 work) · Aesthetic Perception and Analysis (1 work) · Aesthetics (1 work) · Anger (1 work)