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The purpose of this paper is to investigate the extent to which felt job insecurity facilitates or hinders employees from raising voice (i.e. speaking up to their authority). The authors introduce punishment and reward sensitivity, two constructs of reinforcement sensitivity theory, as dispositional factors that might lead employees to appraise felt job insecurity as a hindrance vs challenge stressor. The authors propose employees high on punishment sensitivity to feel more constrained in raising voice because felt job insecurity to them is akin to a threat. Employees high on reward sensitivity should see felt job insecurity as a challenge, making it more likely that they will speak up.

Hypotheses were tested using moderated structural equation modeling analysis. The sample consisted of 232 employees confronted with organizational change.

The results are in line with the view of felt job insecurity as a hindrance stressor. Felt job insecurity negatively affected voice among both high and low punishment-sensitive individuals. Similarly, felt job insecurity was negatively related to voice in both low and high reward-sensitive individuals, although in the latter group the relationship was less pronounced.

The literatures on felt job insecurity and voice have developed parallel to one another, without much cross-dialogue. Furthermore, the few existing studies that did relate felt job insecurity to employee voice have yielded conflicting results. The present study offers a theoretical account of the existing ambiguities in the literature, and generates new insights into why some employees more than others react to felt job insecurity by self-censoring their ideas and opinions.

People often need to make intertemporal choices in their daily life, such as savings and spending, but their decisions are not always entirely rational. The purpose of this paper is to study the effect of hunger on intertemporal choices and the moderating effect of sensitivity to reward.

Two studies verified these two hypotheses. The first study confirmed the existence of the main effect by manipulating food aroma. In the second study, by manipulating hunger with images, the authors increased external validity of the study and confirmed the regulation of the sensitivity of rewards.

The authors found that hungry people prefer to reap the benefits as early as possible in an intertemporal choice; this effect is significant only for those people who are sensitive to reward.

The research contributes to understand more about which factors will influence Chinese residents’ decisions on savings and spending. It also has practical implication for government policy, for example, proposing new ideas for reducing household savings rate and stimulating consumption.

The results confirmed that hunger significantly affects consumers’ intertemporal choices, which broadened the scope of researches on the factors that influence intertemporal choice, and advanced the study on the influence of individual’s physiological state on intertemporal choices. This study filled the gaps in previous researches, and opened up new research ideas for interdisciplinary study.

In the last 10 to 15 years, research studies have focused on the effects of differences across generations that result in differences in cultural expectations within the workplace (e.g. Arsenault, 2004). Different generations create shared attitudes to work and preferences for types of work which result in differences in their perception of, for instance, what makes a good leader or even the value of leadership within an organisation. While these generational differences are real, these analyses do not take into account differences that might result from the age, and therefore developmental stage, of the populations being assessed. The neuroscience literature clearly shows that there are maturational differences in the brain which are not complete until late teens to early 20s. It is therefore possible that some of the generational differences result from differences in processing ability resulting from structural immaturities in the brain. In particular, there are differences in the rate of maturation of areas of the brain related to reward sensitivity, threat sensitivity and regulation of behaviour which result in substantial differences in behaviour from adolescence through into adulthood. The purpose of this paper is to consider the effect of maturational changes in the brain on behaviours related to leadership and to outline ways in which these changes can be addressed in order to encourage young people to develop as leaders. This will include providing suitable experiences of leadership to encourage the faster development of the neural structures which underlie these capabilities.

Recent advances in neural imaging have resulted in a substantial increase in research investigating the development of the brain during adolescence. A literature review was conducted to find adolescent research that investigated decision making and risk taking. The data obtained were integrated and implications for leadership were drawn from an analysis of the resulting theoretical framework.

The research into decision-making processes in adolescents and younger adults points to a number of ways in which these differ from mature decision making. Younger people: (find it harder to inhibit behaviours) are more responsive to immediate reward; are more optimistic about the outcome of risky decisions; and are more responsive to social rewards (Jones et al., 2014). They also lack the experiences that adults use to distil the gist of a situation and therefore are more dependent on conscious, cost-benefit analysis of the outcome of decisions.

An understanding of the differences between adult and adolescent decision making points to the role of experience as a key factor in mature decision making. If adolescents are to make mature decisions, they have to be offered suitable challenges in safe environments from which they can gain expertise in leadership decision making. These can be designed to account for differences in sensitivity to reward and punishment in this group. In addition, young adults would benefit from learning the gist interpretations that have been extracted from situations by experienced leaders. This suggests that adolescents and adults would benefit from simulated leadership experiences and leadership mentoring.

The Baby Boomer generation who currently hold many of the leadership positions in organisations are coming close to requirement. They will have to be replaced by members of Generation X and the Millennial Generation resulting in potentially younger leaders. In addition, flatter organisational structures that are currently being implemented in many organisations will require leadership at many more levels. Thus, we need to be able to develop leadership skills in a more diverse and younger section of society. Understanding how the brain develops can help us to design appropriate leadership experiences and training for this upcoming generation of young leaders.

Recent advances in neuroscience of adolescence provide a unique opportunity to bring new evidence to bear on our understanding of decision making in young adults. This provides practical implications for how to develop leadership within this group and to support them as they gain experience in this domain. The evidence also points to a benefit for the increased risk taking seen in adolescence since this leads to greater motivation to try new, and potentially risky, ventures. Through a better understanding of the differences in decision making, we can both help adolescents to develop more mature decision making faster while benefitting from the optimism of youth.

Engagement, motivation, and persistence are usually associated with positive outcomes. However, too much of it can overtax our psychophysiological system and put it at risk. On the basis of a neuro-dynamic personality and self-regulation model, we explain the neurobehavioral mechanisms presumably underlying engagement and how engagement, when overtaxing the individual, becomes automatically inhibited for reasons of protection. We explain how different intensities and patterns of engagement may relate to personality traits such as Self-directedness, Conscientiousness, Drive for Reward, and Absorption, which we conceive of as functions or strategies of adaptive neurobehavioral systems. We describe how protective inhibitions and personality traits contribute to phenomena such as disengagement and increased effort-sense in chronic fatigue conditions, which often affect professions involving high socio-emotional interactions. By doing so we adduce evidence on hemispheric asymmetry of motivation, neuromodulation by dopamine, self-determination, task engagement, and physiological disengagement. Not least, we discuss educational implications of our model.

We reflect upon the histories of the behavioral science and the neuroscience of motivation, taking note of how these increasingly consilient disciplines inform each other. This volume’s chapters illustrate how the field has moved beyond the study of immediate external rewards to the examination of neural mechanisms underlying varied motivational and appetitive states. Exemplifying this trend, we focus on emerging knowledge about intrinsic motivation, linking it with research on both the play and exploratory behaviors of nonhuman animals. We also speculate about large-scale brain networks related to salience processing as a possibly unique component of human intrinsic motivation. We further review emerging studies on neural correlates of basic psychological needs during decision making that are beginning to shine light on the integrative processes that support autonomous functioning. As with the contributions in this volume, such research reflects the increasing iteration between mechanistic studies and contemporary psychological models of human motivation.

Recently researchers working on criminal behaviour have interested in elder offenders as the population is getting older. Crime statistics showed that the number of offenders over the age 55 is increasing each year. These statistics revealed that older people engage not only in minor crimes but also engage in serious crimes. One of this kind of crimes is sexual abuse which is defined as sexual offending against the individuals who are incapable of giving consent. Although public view regarding to elder people sexuality is seen as they are incapable of this kind of acts because of their age, the statistics showed that contrary. Yet the reasons behind the offending behaviour of these elderly people is explained little by the researchers. The aim of this chapter is to review the psychological perspective including neurobiological, psychiatric, cognitive and behavioural perspective. Neurobiological and psychiatric approach mainly focused on disease that lead to criminal conduct like dementia or paedophilia. Cognitive approach emphasises the cognitive distortions regarding to sexual abuse behaviour. Behavioural approach proposed that the learning process based on classical conditioning and operant conditioning determine the sexual abuse behaviour. Yet none of the theories alone not enough to explain the sexual abuse behaviour in elderly people. There is a need for more studies on sex offending behaviour of elderly people in order to have comprehensive understanding of their behaviour and to put forward new theoretical models.

The treatment of severe and chronic substance dependence is challenged by high rates of treatment attrition, highlighting the need to identify factors that hinder treatment retention. The paper aims to discuss this issue.

The present study examined certain neurocognitive and personality traits in relation to treatment retention in a sample of 46 residents of an Australian therapeutic community (TC). The traits examined were previously found to be associated with problematic substance use in non-clinical samples and were also previously shown to differentiate TC clients from social drinkers. The hypothesis was thus that traits that appear to be risk factors for addictions are also likely to impact on TC treatment retention.

Group comparisons of those retained for more than the recommended 90 days vs those who left treatment prematurely showed that after controlling for the influence of depression, those who left treatment prematurely reported significantly higher levels of trait impulsivity, punishment sensitivity and executive cognitive dysfunction. There was a very high rate of alexithymia in the sample (52 per cent), but alexithymia was unrelated to retention.

The final sample size was less than planned but reflected the strict participation criteria and temporal limitations of this study. No statistical assumptions were violated and the reliability indices of the scales completed by clients ranged from acceptable to excellent. Another limitation was that dropout cannot be assumed to mean relapse, as the reasons for client dropout were not available.

Findings highlight the important roles of trait factors in TC treatment retention in addition to the motivational and interpersonal factors identified in previous work.

Substance use disorder (SUD) frequently co-occurs with other psychological conditions, such as eating disorders (EDs). Psychological factors such as emotional dysregulation, rash impulsivity (RI) and reward sensitivity (RS) play a role in the etiology of each disorder, yet little is known about the combined effects of these on comorbid SUDs and EDs or disordered eating behaviours (DEBs). This study aims to examine the role of these psychological factors in comorbid DEBs and SUDs among individuals in treatment for SUDs. The role of gender is tested as a moderator.

A cross-sectional self-report survey was completed by 131 participants attending Australian residential substance use treatment centres. A binomial logistic regression analysis was performed to examine the effects of emotional dysregulation, RI and RS on comorbid DEB and SUD. Further, moderation analyses were used to examine the moderating effect for gender on the relationship between these three personality variables and comorbidity.

The most commonly reported primary substance of use was alcohol (43.5%), followed by amphetamines (38.6%). Findings showed that emotional dysregulation and RI were significantly related to an increase in comorbidity likelihood; however, RS was not. Gender moderated the relationship between comorbidity and RI only.

The significant positive relationship found between RI and comorbidity for females only was a novel finding for the current study. Further research is needed to develop an understanding of the etiology of comorbidity.

Selective crowdsourcing is an important type of crowdsourcing which has been popularly used in practice. However, because selective crowdsourcing uses a winner-takes-all mechanism, implying that the efforts of most participants except the final winner will be just in vain. The purpose of this paper is to explore why this costly mechanism can become a popularity during the past decade and which type of tasks can fit this mechanism well.

The authors propose a game model between a sponsor and N participants. The sponsor is to determine its reward and the participants are to optimize their effort-spending strategy. In this model, each participant's ability is the private information, and thus, all roles in the system face incomplete information.

The results of this paper demonstrate the following: whether the sponsor can obtain a positive expected payoff are determined by the type of tasks, while the complex tasks with a strong learning effect is more suitable to selective crowdsourcing, as for the other two types of task, the sponsor cannot obtain a positive payoff, or can just gain a rather low payoff; besides the task type, the sponsor's efficiency in using the solutions and the public's marginal cost also influence the result that whether the sponsor can obtain a positive surplus from the winner-takes-all mechanism.

The model presented in this paper is innovative by containing the following characteristics. First, each participant's ability is private information, and thus, all roles in the system face incomplete information. Second, the winner-takes-all mechanism is used, implying that the sponsor's reward will be entirely given to the participant with the highest quality solution. Third, the sponsor's utility from the solutions, as well as the public's cost to complete the task, are both assumed as functions just satisfying general properties.

Organizational behavior scholars have long recognized the importance of a variety of emotion-related phenomena in everyday work life. Indeed, after three decades, the span of research on emotions in the workplace encompasses a wide variety of affective variables such as emotional climate, emotional labor, emotion regulation, positive and negative affect, empathy, and more recently, specific emotions. Emotions operate in complex ways across multiple levels of analysis (i.e., within-person, between-person, interpersonal, group, and organizational) to exert influence on work behavior and outcomes, but their linkages to human resource management (HRM) policies and practices have not always been explicit or well understood. This chapter offers a review and integration of the bourgeoning research on discrete positive and negative emotions, offering insights about why these emotions are relevant to HRM policies and practices. We review some of the dominant theories that have emerged out of functionalist perspectives on emotions, connecting these to a strategic HRM framework. We then define and describe four discrete positive and negative emotions (fear, pride, guilt, and interest) highlighting how they relate to five HRM practices: (1) selection, (2) training/learning, (3) performance management, (4) incentives/rewards, and (5) employee voice. Following this, we discuss the emotion perception and regulation implications of these and other discrete emotions for leaders and HRM managers. We conclude with some challenges associated with understanding discrete emotions in organizations as well as some opportunities and future directions for improving our appreciation and understanding of the role of discrete emotional experiences in HRM.