http://repub.eur.nl/res/aut/14502/ List of Publications en http://repub.eur.nl/static-eur/img/logo.png http://repub.eur.nl http://repub.eur.nl/res/pub/39698/ 2013-03-25T00:00:00Z In the present article, we argue that the constant pressure that leaders face may limit the willpower required to behave according to ethical norms and standards and may therefore lead to unethical behavior. Drawing upon the ego depletion and moral self-regulation literatures, we examined whether self-regulatory depletion that is contingent upon the moral identity of leaders may promote unethical leadership behavior. A laboratory experiment and a multisource field study revealed that regulatory resource depletion promotes unethical leader behaviors among leaders who are low in moral identity. No such effect was found among leaders with a high moral identity. This study extends our knowledge on why organizational leaders do not always conform to organizational goals. Specifically, we argue that the hectic and fragmented workdays of leaders may increase the likelihood that they violate ethical norms. This highlights the necessity to carefully schedule tasks that may have ethical implications. Similarly, organizations should be aware that overloading their managers with work may increase the likelihood of their leaders transgressing ethical norms. http://repub.eur.nl/res/pub/40122/ 2013-01-01T00:00:00Z http://repub.eur.nl/res/pub/38075/ 2012-12-01T00:00:00Z This paper examined the moderating role of positive and negative affect in the relationship between distributive justice expectations and applicants' intentions to recommend the organization or to litigate. Specifically, it was suggested and supported in two samples of, respectively, 1,409 and 486 applicants, that the positive relationship between distributive justice expectations and recommendation intentions was stronger for applicants high in positive affect. In the second sample, it was further found that the negative relationship between distributive justice expectations and litigation intentions was stronger among applicants high in negative affect. This research is the first to identify the distinct roles of positive and negative affect in shaping responses to expectations of (un)fairness in the personnel selection literature. Theoretical and practical implications are discussed. http://repub.eur.nl/res/pub/37816/ 2012-09-01T00:00:00Z Conventional wisdom in the diversity literature holds that job-related dimensions of diversity are the domain of positive performance, whereas demographic dimensions of diversity are the domain of negative performance effects. In a meta-analysis (N=146 studies, 612 effect sizes), we show that this conclusion may be based on rater biases; it does not apply to studies involving more objective assessments of performance, assessments that cannot be influenced by knowledge of a team's composition. We also show that the influence of job-related diversity is moderated by task complexity and that job-related diversity is more positively related to innovative performance than to in-role performance. We discuss how these results invite a reconsideration of the role of the job-related/demographic diversity distinction and provide suggestions on how to further advance our understanding of diversity's effects. http://repub.eur.nl/res/pub/37772/ 2012-09-01T00:00:00Z http://repub.eur.nl/res/pub/38073/ 2012-06-28T00:00:00Z We studied the role of social dynamics in moral decision-making and behavior by investigating how physical sensations of dirtiness versus cleanliness influence moral behavior in leader-subordinate relationships, and whether a leader's self-interest functions as a boundary condition to this effect. A pilot study (N = 78) revealed that when participants imagined rewarding (vs. punishing) unethical behavior of a subordinate, they felt more dirty. Our main experiment (N = 96) showed that directly manipulating dirtiness by allowing leaders to touch a dirty object (fake poop) led to more positive evaluations of, and higher bonuses for, unethical subordinates than touching a clean object (hygienic hand wipe). This effect, however, only emerged when the subordinate's unethical behavior did not serve the leader's own interest. Hence, subtle cues such as bodily sensations can shape moral decision-making and behavior in leader-subordinate relationships, but self-interest, as a core characteristic of interdependence, can override the influence of such cues on the leader's moral behavior. http://repub.eur.nl/res/pub/34906/ 2012-06-27T00:00:00Z Past research on leader self-sacrifice has focused entirely on the effects of this leader behavior on followers and its implications for organizations. The present research focused on antecedents of leader self-sacrifice. We argued that self-sacrifice is positively influenced by leaders' sense of belongingness to the group they supervise. Furthermore, leaders' subjectively sensed power can serve as a moderator of this effect. We expected this because a high sense of power is known to facilitate goal pursuit. Given that organizational goals often prescribe serving the interests of the organization, leaders' sense of belongingness should promote self-sacrifice particularly among leaders low in subjective power; leaders high in subjective power should display self-sacrifice regardless of their sense of belongingness. Two field studies supported these predictions. A final experiment supported a critical assumption underlying our argument in showing that the sense of power × sense of belongingness interaction is restricted to situations that prescribe cooperative goals. When situations prescribe competitive goals, this interaction was absent. http://repub.eur.nl/res/pub/37960/ 2012-05-14T00:00:00Z http://repub.eur.nl/res/pub/37714/ 2012-03-01T00:00:00Z We examined how procedural fairness interacts with empowering leadership to promote employee OCB. We focused on two core empowering leadership types-encouraging self-development and encouraging independent action. An experiment revealed that leaders encouraging self-development made employees desire status information more (i.e., information regarding one's value to the organization). Conversely, leaders encouraging independent action decreased employees' desire for this type of information. Subsequently, a multisource field study (with a US and German sample) showed that encouraging self-development strengthened the relationship between procedural fairness and employee OCB, and this relationship was mediated by employees' self-perceived status. Conversely, encouraging independent action weakened the procedural fairness-OCB relationship, as mediated by self-perceived status. This research integrates empowering leadership styles into relational fairness theories, highlighting that multiple leader behaviors should be examined in concert and that empowering leadership can have unintended consequences. http://repub.eur.nl/res/pub/37938/ 2012-02-01T00:00:00Z Purpose: The purpose of this paper was to investigate the influence of applicants' justice beliefs (i.e. belief in a just world and belief in tests) on justice expectations with respect to a forthcoming application for the job of prison guard. Further, it aims to study the moderating role of direct experiences on the relationship between beliefs and justice expectations. Design/methodology/approach: A written survey was administered to 803 applicants, just before the start of the selection procedure. Data were self-reported and collected at one point in time. Findings: Significant positive relationships were found between both beliefs (i.e. belief in a just world and belief in tests) on procedural and distributive justice expectations. Moreover, the relationship between belief in tests and both types of justice expectations was stronger among experienced applicants. Conversely, the relationship between belief in a just world and distributive justice expectations was stronger among inexperienced applicants. This moderation was not found with respect to procedural justice expectations. Originality/value: Insight into how justice expectations are formed in selection contexts, and consequently, how organizations can influence these expectations, is largely missing. Bell, Ryan, and Wiechmann provided a conceptual model on antecedents of justice expectations but its theoretical underpinning is rather weak and not well-understood. Construal level theory was used in this study as a theoretical basis to predict how applicants might form justice expectations with respect to future selection procedures. http://repub.eur.nl/res/pub/30776/ 2012-01-01T00:00:00Z Integrating self-uncertainty management and thwarted needs perspectives on leader mistreatment and workplace deviance, we examine when and why leader mistreatment is associated with workplace deviance. We propose that competence uncertainty strengthens the relationship between leader mistreatment and workplace deviance and that hostility mediates this interactive effect. Four field studies and one experiment support the hypotheses. The first two studies provide evidence for the predicted interaction between leader mistreatment and competence uncertainty, and the next three studies demonstrate that hostility mediates this interactive effect. We discuss an extended social exchange explanation of workplace deviance and highlight the psychological interplay between motives, cognition, and affect in reciprocating leader mistreatment. http://repub.eur.nl/res/pub/38042/ 2012-01-01T00:00:00Z Building on theoretical frameworks like the Job Demands Control model we tested whether the relationship between workload and employees’ experiences of opportunities for workplace learning is of an inverted u-shaped nature. Furthermore we researched whether autonomy moderates this relationship. We predicted that at moderate levels of autonomy rising workload was associated with increasing learning opportunities at low levels of workload, but with decreasing learning opportunities at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. We found support for these ideas in a large and heterogeneous sample of Flemish working adults (FWM, 2010). These results integrate conflicting prior findings and extend Karasek’s (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities. http://repub.eur.nl/res/pub/22664/ 2011-10-01T00:00:00Z Building on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees’ experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this relationship. We predicted that – at moderate levels of autonomy - workload was positively associated with learning opportunities at low levels of workload, but negatively at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. Furthermore, we examined whether learning opportunities increase particularly as a function of higher matched levels of workload and autonomy and whether mismatch between workload and autonomy is particularly detrimental to the learning process. We found support for these ideas in two large and heterogeneous samples of working adults using moderated and polynomial regression analysis and subsequent response surface methodology. These results integrate conflicting prior findings and extend Karasek's (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities. For this study, the researchers made use of SERV-data from the Flemish Workability Monitor. Only the authors are responsible for the content of this article. http://repub.eur.nl/res/pub/31789/ 2011-10-01T00:00:00Z This study investigated the buffering role of learning opportunities in the process leading from unmet expectations to turnover intentions, via emotional exhaustion. In a sample of 420 teachers in elementary education, the results of a mediated moderation analysis showed a significant positive relationship between unmet expectations and turnover intentions, via emotional exhaustion. Learning opportunities were found to buffer for the relationship between unmet expectation and emotional exhaustion in the sense that this relationship was weaker when learning opportunities were high. Also the mediated relationship between unmet expectations and turnover intentions via emotional exhaustion was weaker when learning opportunities were high. Theoretical and practical implications are discussed. http://repub.eur.nl/res/pub/23445/ 2011-06-01T00:00:00Z We examined which type of social account (denying responsibility versus apologizing) following an unfair offer makes recipients more likely to accept the offer in ultimatum bargaining. We identified stress responses to uncertainty as an individual difference factor that should moderate the relative effectiveness of these social accounts. A denial should make acceptance of an unfair offer more likely among recipients who respond to uncertainty with low stress. An apology should make such acceptance more likely among recipients who respond with high stress. Further, we argued that this cross-over interaction should be observed particularly among recipients interacting with a high power allocator. Two ultimatum bargaining experiments supported these ideas. Employing the perspective of victims of unfairness, the present research identifies a relevant individual difference moderator of the effectiveness of social accounts in bargaining situations and identifies power as a situational variable that promotes the expression of this factor. Highlights: ► We examine when denying responsibility and apologizing make unfair ultimatum offers accepted. ► We tested our ideas in two ultimatum bargaining experiments. ► Denying promoted acceptance when recipients responded to uncertainty with low stress. Apologizing promoted acceptance when recipients responded with high stress. ► This interaction was limited to recipients interacting with a high power allocator. ► The perspective of victims of unfairness helps us understand how social accounts work http://repub.eur.nl/res/pub/25938/ 2011-04-12T00:00:00Z An abundance of ethical escalations in business and organizations has spurred the debate about the necessity and viability of ethical leadership. In response to this, researchers have developed a strong interest in understanding and testing the notion of ethical leadership. Ethical leaders have been characterized as being concerned with moral and just behavior of employees, and they enact ethical conduct through personal actions and interpersonal relationships. Yet, despite this growing research interest, conceptual and empirical foundations are still relatively scarce. This special issue aims to contribute to the growth and development of the emerging field of ethical leadership by, first of all, attempting to further develop its conceptual foundation. We therefore encourage papers that focus on what ethical leadership is and what it is not. ... http://repub.eur.nl/res/pub/22659/ 2011-03-01T00:00:00Z Three studies examined the relationship between moral identity and procedural justice enactment and explored the moderating role of regulatory focus in this relationship. In Study 1, an experimental scenario study, leaders with a strong moral identity were more likely to enact decisions accurately in an employee performance evaluation procedure. This effect emerged in the prevention focus condition, but was absent in the promotion focus condition. In Study 2, an organizational field survey, organizational supervisors' moral identity related to self-reported voice granting, and this effect was pronounced among those with strong (as opposed to weak) dispositional prevention focus. In Study 3, another field study, organizational supervisors' moral identity related to co-worker ratings of voice granting and this effect was again pronounced among supervisors with strong (as opposed to weak) prevention focus. Implications of these findings are discussed in terms of a moral self-regulation account of justice enactment. http://repub.eur.nl/res/pub/22406/ 2011-02-03T00:00:00Z By showing disapproval of unethical follower behavior (UFB), leaders help creating an ethical climate in their organization in which it is clear what is morally acceptable or not. In this research, we examine factors influencing whether leaders consistently show such disapproval. Specifically, we argue that holding leaders accountable for their actions should motivate them to disapprove of UFB. However, this effect of accountability should be inhibited when leaders personally benefit from UFB. This prediction was supported in a lab experiment. Furthermore, a follow-up study showed that followers in fact accurately predict when leaders will most likely disapprove of UFB. These findings imply that followers can thus get away with unethical behavior in some situations and they are capable of accurately predicting such situations. http://repub.eur.nl/res/pub/21256/ 2011-02-01T00:00:00Z Building on theoretical notions that severe sanctions (more than mild ones) can communicate that sanctioned behavior is morally unacceptable, we argued that particularly authorities who enact the sanction procedures in a fair manner stimulate compliance with their decisions. This is because such authorities should be considered legitimate to communicate what is morally acceptable and unacceptable. This interactive effect of sanction size and procedural fairness on compliance should thus be mediated by moral evaluations of the authority. A field survey and an experiment revealed support for these predictions. These results thus support a non-instrumental perspective on the effectiveness of sanction severity in increasing compliance with authorities. http://repub.eur.nl/res/pub/21200/ 2010-11-01T00:00:00Z We developed a model predicting that leaders are most effective in stimulating follower cooperation when they consistently treat all group members in a fair manner and are prototypical (i.e., representative of the group's values and norms). In support of this idea, we consistently found that group members cooperated most when prototypical leaders treated themselves as well as their coworkers fairly across a laboratory experiment and 3 cross-sectional field studies. These findings highlight the important role of others' fairness experiences and perceptions in influencing one's own reactions and also the role of leaders as representing the group's values and norms. We discuss implications for fairness theory and the leader prototypicality literature. http://repub.eur.nl/res/pub/25842/ 2010-09-01T00:00:00Z Ethical failures are all around. Despite their pervasiveness, we know little how to manage and even survive the aftermath of such failures. In this paper, we develop the argument that as business ethics researchers we need to zoom in more closely on why ethical failures emerge, and how these insights can help us to be effective ethical leaders that can increase moral awareness and manage distrust. To succeed in this scientific enterprise, we advocate the use of a behavioral business ethics approach that relies on insights from psychology. http://repub.eur.nl/res/pub/20840/ 2010-05-01T00:00:00Z Prior research has shown that procedural fairness interacts with outcome fairness to influence employees’ work attitudes (e.g., organizational commitment) and behaviors (e.g., job performance, organizational citizenship behavior), such that employees’ tendencies to respond more positively to higher procedural fairness are stronger when outcome fairness is relatively low. In the present studies, we posited that people’s uncertainty about their standing as organizational members would have a moderating influence on this interactive relationship between procedural fairness and outcome fairness, in that the interactive relationship was expected to be more pronounced when uncertainty was high. Using different operationalizations of uncertainty of standing (i.e., length of tenure as a proxy, along with self-reports and coworkers’ reports), we found support for this hypothesis in 4 field studies spanning 3 different countries. http://repub.eur.nl/res/pub/20868/ 2010-05-01T00:00:00Z Building on fairness heuristic theory, fairness theory, and trust development models, we argue that unfairly enacted procedures decrease followers' trust in the authority particularly when authorities have high power over their followers. Moreover, we expected trust to mediate procedural fairness effects on followers' attitudes (authorities' legitimacy and charisma attributed to authorities) and organizational citizenship behavior. Procedural fairness effects on these variables, as mediated by trust, should therefore also be stronger when authority power is high. The results of a single- and multisource field study and a laboratory experiment supported these predictions. These studies support the role of authority power as a theoretically and practically relevant moderator of procedural fairness effects and show that its effectiveness is explained through trust in authorities. http://repub.eur.nl/res/pub/22424/ 2010-05-01T00:00:00Z Building on fairness heuristic theory, fairness theory, and trust development models, we argue that unfairly enacted procedures decrease followers' trust in the authority particularly when authorities have high power over their followers. Moreover, we expected trust to mediate procedural fairness effects on followers' attitudes (authorities' legitimacy and charisma attributed to authorities) and organizational citizenship behavior. Procedural fairness effects on these variables, as mediated by trust, should therefore also be stronger when authority power is high. The results of a single- and multisource field study and a laboratory experiment supported these predictions. These studies support the role of authority power as a theoretically and practically relevant moderator of procedural fairness effects and show that its effectiveness is explained through trust in authorities. http://repub.eur.nl/res/pub/20871/ 2010-02-01T00:00:00Z We explored the moderating role of trust in authorities in the positive effect of procedural fairness of the tax office on voluntary compliance with tax authorities. Building on fairness heuristic theory, we predicted that particularly low trust in authorities makes people carefully attend to the fairness with which the tax office enacts procedures. This should result in positive procedural fairness effects on endorsement of norms prescribing taxpaying and, consequently, in voluntary tax compliance, particularly among citizens with low trust in authorities. Results from an experiment and a field study revealed converging support for these predictions. We conclude that high trust in authorities forms an important boundary condition to the effectiveness of procedural fairness as a tool to enhance tax compliance. http://repub.eur.nl/res/pub/21866/ 2010-02-01T00:00:00Z We explored the moderating role of trust in authorities in the positive effect of procedural fairness of the tax office on voluntary compliance with tax authorities. Building on fairness heuristic theory, we predicted that particularly low trust in authorities makes people carefully attend to the fairness with which the tax office enacts procedures. This should result in positive procedural fairness effects on endorsement of norms prescribing taxpaying and, consequently, in voluntary tax compliance, particularly among citizens with low trust in authorities. Results from an experiment and a field study revealed converging support for these predictions. We conclude that high trust in authorities forms an important boundary condition to the effectiveness of procedural fairness as a tool to enhance tax compliance. http://repub.eur.nl/res/pub/22481/ 2010-02-01T00:00:00Z We explored the moderating role of trust in authorities in the positive effect of procedural fairness of the tax office on voluntary compliance with tax authorities. Building on fairness heuristic theory, we predicted that particularly low trust in authorities makes people carefully attend to the fairness with which the tax office enacts procedures. This should result in positive procedural fairness effects on endorsement of norms prescribing taxpaying and, consequently, in voluntary tax compliance, particularly among citizens with low trust in authorities. Results from an experiment and a field study revealed converging support for these predictions. We conclude that high trust in authorities forms an important boundary condition to the effectiveness of procedural fairness as a tool to enhance tax compliance. http://repub.eur.nl/res/pub/20869/ 2010-01-01T00:00:00Z This research explored why strongly identifying followers endorse prototypical leaders by addressing the role of procedural fairness in this process. We introduced the distinction between procedural fairness rules relating to leader benevolence (i.e., whether the leader supports the group’s interests) and follower control (i.e., whether followers can influence the leader’s decisions). We predicted that strongly identifying group members endorse prototypical leaders because they perceive such leaders as acting in line with benevolence related fairness rules rather than because such leaders are perceived as giving followers control. An organizational field study and a laboratory experiment revealed support for these ideas. Our results thus provide insights into why prototypical leaders are endorsed among strongly identifying followers. They also have implications for the procedural fairness literature in showing that frequently studied procedural fairness rules (e.g., voice) do not explain endorsement of leaders believed to support the group’s interests. http://repub.eur.nl/res/pub/26412/ 2009-12-01T00:00:00Z This paper introduces the idea of justice as a social regulation tool to explain why justice information has such a significant impact in our social lives. Our approach holds that justice shapes people's social self, motivations and behaviour and therefore has to be considered fundamentally social in nature. Given our unique position as social animals, it is concluded that justice as an important social concern classifies as an important regulation tool in our social lives. http://repub.eur.nl/res/pub/18662/ 2009-07-01T00:00:00Z In the present set of studies, the authors examine the idea that self-sacrificial leadership motivates follower prosocial behavior, particularly among followers with a prevention focus. Drawing on the self-sacrificial leadership literature and regulatory focus theory, the authors provide results from 4 studies (1 laboratory and 3 field studies) that support the research hypothesis. Specifically, the relationship between self-sacrificial leadership and prosocial behavior (i.e., cooperation, organizational citizenship behavior) is stronger among followers who are high in prevention focus. Implications for the importance of taking a follower-centered approach to leadership are discussed. http://repub.eur.nl/res/pub/18315/ 2009-03-11T00:00:00Z An organizational field study (N = 257) investigated employees' acceptance of a new merit pay system as involving an assessment of whether merit pay can make their earnings more fair, compared to their earnings in the current, seniority-based pay system. We expected that improvement of unfair earnings, and consequently acceptance of merit pay, is considered likely when existing procedures that produce these earnings are unfair, because merit pay improves such procedures. We also expected improvement of unfair earnings, and increased merit pay acceptance, to be likely when employees anticipate fair performance evaluation in a new system, as indicated by fair interpersonal treatment by their supervisor. Results showed that procedural and interpersonal fairness in the existing pay system indeed moderated the relationship between fairness of current outcomes and merit pay acceptance as predicted. Implications for the introduction of merit pay in organizations and for our understanding of the different roles of procedural and interpersonal fairness in outcome evaluations are discussed. http://repub.eur.nl/res/pub/14476/ 2008-09-05T00:00:00Z In four studies, the authors investigated the individual-oriented versus social-oriented nature of procedural justice effects by comparing fairness-based responses to decision-making procedures among proself versus prosocial oriented individuals. In Studies 1 through 3, we measured participants’ social value orientation and manipulated whether or not they were granted or denied voice in a decision-making process. Results consistently revealed that the effects of voice versus no-voice on fairness-based perceptions, emotions, and behavioral intentions were significantly more pronounced for individuals with proself orientations than for individuals with prosocial orientations. These findings were extended in Study 4, a field study in which perceived procedural justice was a stronger predictor of satisfaction and organizational citizenship behaviors among proselfs than among prosocials. These findings suggest that procedural justice effects can be accounted for by self-oriented motives or needs, rather than prosocial motives that are often conceptualized as being associated with justice. http://repub.eur.nl/res/pub/14493/ 2008-06-01T00:00:00Z Building on theoretical accounts like fairness heuristic theory, we argued that strongly identifying group members view leaders who are prototypical of the group as procedurally fair. Because procedural fairness affects group members' self-perceived status, leader prototypicality should also enhance strongly identifying followers' self-perceived status. Study 1 was an organizational field study. Employees high in organization identification viewed prototypical leaders as procedurally fair and thought higher of their own status in the organization. Moreover, perceptions of the leaders' procedural fairness mediated the effect of leader prototypicality (among high identifiers) on employees' self-perceived status. These results were replicated in Study 2, a scenario experiment, in which leader prototypicality and group identification were manipulated orthogonally. These studies further highlight the role of procedural fairness in the social identity analysis of leadership and more generally, the importance of studying issues of fairness and leadership in their connectedness. http://repub.eur.nl/res/pub/15665/ 2008-01-01T00:00:00Z http://repub.eur.nl/res/pub/14506/ 2007-08-01T00:00:00Z In 2 studies, we attempted to make a first step toward integrating the literature on transformational leadership and organizational justice. We examined the extent to which justice affects perceptions of transformational leadership. We predicted that especially interactional justice should have strong effects. Study 1 was a vignette study (N = 100) in which distributive, procedural, and interactional justice were manipulated orthogonally. As expected, only interactional justice affected transformational leadership perceptions. Study 2 replicated these results in an organizational field study (N = 257). Distributive and procedural justice affected perceptions of transformational leadership, but when interactional justice was entered in the regression equation, their effects disappeared. Implications for integrating the literature on transformational leadership and organizational justice are discussed. http://repub.eur.nl/res/pub/14097/ 2007-01-01T00:00:00Z BACKGROUND: Adiponectin and resistin are fat cell-derived hormones, which are thought to be respectively protective and disadvantageous with regard to the development of cardiovascular disease and diabetes mellitus type 2. Low birth weight has been associated with increased risks for the development of these diseases. In short, small-for-gestational-age (SGA) children, GH therapy has several positive effects regarding cardiovascular risk factors. On the other hand, concern has been expressed about the effects of GH therapy on insulin sensitivity. METHODS: We measured adiponectin and resistin levels in 136 short prepubertal children born SGA and their association with cardiovascular risk parameters and growth factors. Also, we compared the levels with normal-statured controls. The effect of GH treatment was evaluated in 50 short SGA children vs. baseline and vs. an untreated sex- and age-matched SGA control group. RESULTS: Short SGA children had similar adiponectin and lower resistin levels, compared with normal-statured controls. In GH-treated SGA children, neither adiponectin nor resistin levels changed significantly during 2 yr of GH treatment. Compared with untreated sex- and age-matched SGA controls, GH-treated SGA children had similar adiponectin and lower resistin levels. Adiponectin correlated inversely with age but not any cardiovascular risk parameter or growth factor. Higher IGF-I levels in GH-treated children were associated with lower resistin levels. CONCLUSIONS: Compared with normal-statured controls, short prepubertal SGA children had similar adiponectin and lower resistin levels. Two years of GH treatment had no effect on their adiponectin and resistin levels. http://repub.eur.nl/res/pub/11825/ 2006-09-01T00:00:00Z In the present research, we examine whether leader's self-sacrifice positively influences followers' self-esteem and whether followers' identification with the collective plays a role in this process. It was predicted that leader self-sacrifice would influence followers' self-esteem, but particularly so when followers exhibited strong (vs. weak) collective identification. Results from an organizational survey showed that leader self-sacrifice and collective identification interacted in predicting follower self-esteem, such that followers' self-esteem was higher when they identified strongly with the collective and when the leader was self-sacrificial (vs. self-benefiting). An experimental scenario study replicated this interactive effect between collective identification and leader's self-sacrifice on followers' self-esteem and also showed that this effect was (at least partly) mediated by followers' perceptions of whether the leader respected and valued the group. Implications with respect to the relationship between self-sacrifice and self-esteem are outlined, and possible integrations of leader self-sacrifice, identity, and empowerment are discussed. http://repub.eur.nl/res/pub/14571/ 2006-09-01T00:00:00Z Purpose – This study aims to examine the effect of leader's use of procedural justice on followers' sense of organizational identification (OID), affect-based trust and cognition-based trust. Design/methodology/approach – A survey study was conducted to examine the relationship between the proposed constructs. Regression analysis was used to analyze the data. Findings – It was found that leaders enacting procedural justice positively affect OID and both types of trust. Further, only affect-based trust (and not cognition-based trust) mediated the relationship between procedural justice and OID. Research limitations/implications – The present findings reveal important new insights with respect to how procedural justice impacts upon followers' sense of OID. In fact, contrary to predictions based on theoretical reviews the results show that the cognitive concept of OID is mediated by an affective construct. Originality/value – The present research presents a perspective of looking at procedural justice as a tool that leaders can use in organizations to promote followers' sense of OID. At the same time, it also explores the role of another important psychological process relevant to the well-functioning of an organization, that is, trust in the leader. http://repub.eur.nl/res/pub/12113/ 2005-04-01T00:00:00Z An organizational field study examined the extent to which fair treatment influences organizational commitment was a function of employees levels of social self-esteem. Following recent research indicating that self-esteem acts as a moderator of procedural fairness effects, we suggested that to examine the relational assumption that self and procedures are related, one should assess the social dimension of self-esteem. In line with predictions, the results indeed showed that fair treatment (assessed by an interactional justice scale) positively influences affective commitment, but only when employees have low social self-esteem. These findings are discussed in light of research on relational models of justice and sociometer theory. http://repub.eur.nl/res/pub/13577/ 2004-11-01T00:00:00Z Schistosome infections in mammals cause chronic proliferative vascular lesions associated with the presence of adult parasites in the lumen of mesenteric and portal veins. In birds, however, this has never been reported. In this study, we found obliterative endophlebitis associated with the presence of adult schistosomes (Trichobilharzia sp., probably Trichobilharzia filiformis) as the main pathologic finding in five of eight mute swans (Cygnus olor). On histologic examination, the intestinal and portal veins of these swans showed moderate to severe, diffuse, hyperplastic endophlebitis, characterized by myointimal hyperplasia, often with obliteration of the vascular lumen. In addition, moderate to severe lymphocytic and granulocytic enteritis occurred in all eight swans associated with the presence of schistosome eggs in the intestinal mucosa. Other findings included hepatic and splenic hemosiderosis and high hepatic copper levels. The vascular lesions associated with Trichobilharzia sp. infection may have contributed to the emaciation and death of those mute swans by obstruction of venous return in the intestinal and portal veins. http://repub.eur.nl/res/pub/13260/ 2003-11-12T00:00:00Z CONTEXT: Newborns admitted to neonatal intensive care units (NICUs) undergo a variety of painful procedures and stressful events. Because the effect of continuous morphine infusion in preterm neonates has not been investigated systematically, there is confusion regarding whether morphine should be used routinely in this setting. OBJECTIVE: To evaluate the effects of continuous intravenous morphine infusion on pain responses, incidence of intraventricular hemorrhage (IVH), and poor neurologic outcome (severe IVH, periventricular leukomalacia, or death). DESIGN, SETTING, AND PATIENTS: A randomized, double-blind, placebo-controlled trial conducted between December 2000 and October 2002 in 2 level III NICUs in the Netherlands of 150 newborns who had received ventilatory support (inclusion criteria: postnatal age younger than 3 days and ventilation for less than 8 hours; exclusion criteria: severe asphyxia, severe IVH, major congenital malformations, and administration of neuromuscular blockers). INTERVENTIONS: Intravenous morphine (100 microg/kg and 10 microg/kg per hour) or placebo infusion was given for 7 days (or less because of clinical necessity in several cases). MAIN OUTCOME MEASURES: The analgesic effect of morphine, as assessed using validated scales; the effect of morphine on the incidence of IVH; and poor neurologic outcome. RESULTS: The analgesic effect did not differ between the morphine and placebo groups, judging from the following median (interquartile range) pain scores: Premature Infant Pain Profile, 10.1 (8.2-11.6) vs 10.0 (8.2-12.0) (P =.94); Neonatal Infant Pain Scale, 4.8 (3.7-6.0) vs 4.8 (3.2-6.0) (P =.58); and visual analog scale, 2.8 (2.0-3.9) vs 2.6 (1.8-4.3) (P =.14), respectively. Routine morphine infusion decreased the incidence of IVH (23% vs 40%, P =.04) but did not influence poor neurologic outcome (10% vs 16%, P =.66). In addition, analyses were adjusted for the use of additional open-label morphine (27% of morphine group vs 40% of placebo group, P =.10). CONCLUSIONS: Lack of a measurable analgesic effect and absence of a beneficial effect on poor neurologic outcome do not support the routine use of morphine infusions as a standard of care in preterm newborns who have received ventilatory support. Follow-up is needed to evaluate the long-term effects of morphine infusions on the neurobehavioral outcomes of prematurity.