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To examine the determinants of smoking cessation and tobacco consumption in the European Union (EU) countries. Specifically, the paper seeks to examine the role of smoking risk perceptions and anti‐smoking regulation.

The paper utilizes multivariate analysis of an EU representative survey.

From all anti‐smoking policies examined, regulatory and information policies seem to show some influence on the cessation decision. Furthermore, once individuals decide to quit smoking they tend to perceive smoking risks differently.

The main policies influencing smoking cessation in the EU are informational campaigns and regulation policies. However, tobacco price does not seem to influence smoking cessation such as advertising.

Regulation is largely associated with smoking cessation due to the role of social interactions of smoking and thus we might expect risk regulation policies to continue to impose constraints on the capacity of smokers to freely smoke.

The use of a common questionnaire for a sample representative of EU countries. The specific consideration of regulatory variables and risk perceptions.

It appears as if a gap exists between objective environmental conditions and the respective managerial perception of those conditions. This situation poses severe problems for executives deriving effective strategies and initiating successful organizational change. Therefore, the purpose of this paper is to develop and provide a deeper understanding of the factors that lead to such a gap.

On the basis of the literature from psychology and strategic management, this paper develops a conceptual framework of the cognitive model with the perception process and potentially moderating factors. Furthermore, more precise mechanisms and relationships within the perception of environmental conditions are proposed.

The perception process consists of three stages, attention, encoding and storage/retrieval, which all may explain variations in how individuals interpret the environment. Moreover, dispositional factors (such as cognitive styles, cognitive structures, intelligence and motivation) as well as situational factors (such as emotion and stress) further cause variations between and within individuals, which ultimately leads to a gap between objective and perceived environmental conditions.

This study not only highlights the existence and the severe consequence of a misperception of environmental conditions, but also offers a variety of factors that could lead to this undesirable effect. Furthermore, while previous research has typically focused on single factors that might influence the perception process, this study assumes a holistic view on the cognitive model and provides more detailed and specific mechanisms on a perceptual gap.

The purpose of this paper is to investigate whether and how climate strength and quality are related to employee commitment above and beyond individual climate perceptions.

Data were collected from 48 work units in organizations from different branches of industry. A total of 419 employees completed a questionnaire.

Climate quality was related to commitment above and beyond individual climate perceptions. However, this concerned the climate dimensions of cooperation and innovation, but not reward. Climate strength moderated the relationship between individual cooperation and innovation perceptions, and commitment.

This study emphasizes the importance of group‐level perceptions as related to employee commitment. Because of the cross‐sectional design, conclusions about the causal order of the variables cannot be drawn.

If organizations want to increase employees' commitment they should put the more skeptical employees in positive work environments, thus, in units of higher cooperation and innovation quality.

People are sensitive to the evaluative tone of their social environment.

The paper is the first to examine the combined relationships of individual climate perceptions, climate‐strength, and climate quality with employee commitment.

The purpose of this article was to examine how individual positive emotions and team work engagement (TWE) relate to the perceptions of team viability.

A total of 254 teams (N = 1,154 individuals) participated in this study, and a multilevel analysis was conducted of the effects of individual and team-level factors.

The multilevel analysis results suggest a partial compensatory effect. High levels of individual positive emotions and high TWE are associated with a positive effect on the perceptions of team viability. Simultaneously, being part of a highly engaged team has a protective effect on perceptions of team viability, when individuals experience low levels of positive emotions.

As the study was conducted with teams involved in a management simulation, generalizing the results to “real world” teams must be done with caution.

Nonetheless, these findings have important implications for managers of work groups. They highlight the need to consider collective states of work groups as relevant for their effectiveness, and suggest that promoting positive interactions between team members may result in gains in team viability perceptions, mostly when individual emotions are less positive.

We consider both individual and collective affective experiences at work, and focus on a less studied outcome, team viability. Additionally, we empirically demonstrate the relevance of collective states of teams for team members’ individual perceptions, as a top-down influence mechanism.

Using original mass public surveys in nine East European, European Union (EU) member countries (2007), I develop a micro-level approach linking individuals’ perceptions of inequality and corruption. Merging an instrumental variables approach with an emerging body of comparative scholarship, I demonstrate that individuals’ perceptions of inequality can be seen to contribute to their perceptions of corruption based on individuals’ normative concerns of the failure of democratic institutions to address issues related to inequality. Thus, for these countries, this region, the EU, as well as other new democracies, we can better understand these potential threats to the development of stable, sustainable democracy.

Achieving temporal synchronization may require that work groups develop shared cognitions about the time-related demands they face. We investigated the extent to which group members developed shared cognitions with respect to the three temporal perceptions: time orientation (present vs. future), time compression, and time management (scheduling and time management). We argue that group members are more likely to align their perceptions to temporal characteristics of the group or organizational context (e.g. time compression, scheduling, proper time allocation) rather than to each other’s individual time orientations. Survey data collected from 104 work groups are largely consistent with these expectations. The implications of shared cognitions on time for work group functioning and performance are discussed.

Purpose – We outline a theoretical model of the emergence of justice climate in groups, teams, and organizations, and in doing so integrate multiple justice perspectives (e.g., affective events, fairness heuristic, deonance, justice integration, multifoci justice, overall justice).

Approach – In this theoretical paper, we propose that justice climate is spawned at the level of the event; individuals experience discrete events and then use their emotional reactions related to these events as information in forming fairness judgments. Cognitive processes explicated in justice integration theory, fairness heuristic theory, and fairness theory also play a role. Over time, these judgments about various perpetrators – which may include the evaluation of outcomes, procedures, information, and interpersonal treatment – are aggregated to form individual-level, stable judgments regarding the fairness of exchange partners with whom employees interact (e.g., supervisors, coworkers, and customers). Through socialization and social-information processing, and influenced by organizational structure and social networks, these individual multifoci justice perceptions merge to form multifoci justice climate, which over time lead to the formation of shared cognitions of overall justice climate.

Value – The chapter proposes a temporal model of how discrete events at the individual level merge to form individuals’ multifoci justice perceptions, shared multifoci justice climate, and ultimately overall justice climate. The chapter offers multiple propositions and concludes with recommendations for empirically testing the model.

Emotional intelligence (EI) is thought to offer significant benefit to organizational productivity through enhanced employee performance and satisfaction, decreased burnout, and better teamwork. EI may also have implications for the incidence of counterproductive workplace behavior. Survey results suggest EI is a significant predictor of individuals’ ethicality and their perceptions of others’ ethicality. Further, EI explains incremental variance in perceptions of others’ ethics over and above that which is explained by individual ethicality. High EI employees may be more adept at interpreting the ethicality of others’ actions, which has positive implications for ethical decision-making. Implications for research and practice are discussed.

This paper aims to show how overconfidence influences the decisions and performance of individual investors trading on the Pakistan Stock Exchange (PSX), with the mediating role of risk perception and moderating role of financial literacy.

The deductive approach was used, as the research is based on the theoretical framework of behavioural finance. A questionnaire and cross-sectional design were employed for data collection from the sample of 183 individual investors trading on the PSX. Hypotheses were tested through correlation and regression analysis. The Baron and Kenny method was used to test the mediation effect of risk perception and the moderation effect of financial literacy. The results of mediation and moderation were also authenticated through the PROCESS and structural equation modelling (SEM) technique.

The results suggest that risk perception fully mediates the relationships between the overconfidence heuristic on the one hand, and investment decisions and performance on the other. At the same time, financial literacy appears to moderate these relationships. The results suggest that overconfidence can impair the quality of investment decisions and performance, while financial literacy and risk perception can improve their quality.

The paper encourages investors to base decisions on their financial capability and experience levels and to avoid relying on heuristics or their sentiments when making investments. It provides awareness and understanding of heuristic biases in investment management, which could be very useful for decision makers and professionals in financial institutions, such as portfolio managers and traders in commercial banks, investment banks and mutual funds. This paper helps investors to select better investment tools and avoid repeating the expensive errors that occur due to heuristic biases. They can improve their performance by recognizing their biases and errors of judgment, to which we are all prone, resulting in better investment decisions and a more efficient market. The paper also highlights the importance on relying on professional knowledge, giving it greater weight than feelings and biases.

The current study is the first to focus on links between overconfidence, financial literacy, risk perception and individual investors' decisions and performance. This article enhanced the understanding of the role that heuristic-driven bias plays in the investment management, and more importantly, it went some way towards enhancing understanding of behavioural aspects and their influence on the investment decision-making and performance in an emerging market. It also adds to the literature in the area of behavioural finance specifically the role of heuristics in investment strategies; this field is in its initial stage, even in developed countries, while, in developing countries, little work has been done.