Affective organizational commitment reflects the extent to which organizational members are loyal and willing to work toward organizational objectives (Meyer & Allen, 1997). In particular, affective organizational commitment holds very important implications at all organizational levels (e.g., turnover rates, performance, and citizenship behavior). Whereas previous research has evinced the positive influence of transformational and charismatic leadership styles on affective commitment toward the organization (Bass & Avolio, 1994), little is known with regard to the nature of this relationship. In line with the interpersonal power/interaction model, the present investigation aimed to investigate the mechanism at play between transformational leadership style and affective organizational commitment. Specifically, we hypothesized that transformational leadership style would increase affective organizational commitment through its effect on willingness to comply with soft bases of power. In two studies, we subjected the foregoing hypotheses to empirical scrutiny. In Study 1, the proposed mediation model was empirically supported with Italian employees in the public sector. Attesting to the robustness of our findings, Study 2 replicated the findings of Study 1 with Italian employees from the public and private sectors. In addition, Study 2 replicated Study 1 using a different measure of transformational leadership. Both Study 1 and Study 2 provided results consistent with our hypotheses. Specifically, the present paper reports empirical evidence that (1) the more participants report having a transformational leader, the more willing they become to comply with soft (but not harsh) power bases, (2) in turn, greater willingness to comply with soft (but not harsh) power bases increases one's affective organizational commitment. These findings provide additional support for the interpersonal power/interaction model and pave the way for new research directions.

Six studies explored the relations of the regulatory modes of locomotion and assessment to individuals' tendency toward procrastination. Across academic and organizational contexts, and a variety of ways of assessing procrastination, the authors found assessment to be positively related to procrastination and locomotion to be negatively related to procrastination. Discussion considered implications of these findings to task environments that may instill the tendencies toward locomotion or assessment and to task requirements where timeliness and punctuality are (or are not) prioritized.

We outline a uniform model of human judgement wherein individuals combine situational information with relevant background knowledge to form conclusions. Several judgemental parameters are identified whose specific intersections determine whether given situational information would affect judgements. Abstraction of features from surface manifestations and focus on underlying commonalities afford theoretical integration across judgemental domains and across processes previously assumed to qualitatively differ. The resulting “unimodel” is juxtaposed conceptually and empirically to popular dual‐mode frameworks, and implications are drawn for a general rethinking of human judgement phenomena.

Four studies conducted in diverse organizational contexts examined preferences and fit between two regulatory modes, referred to as “locomotion” and “assessment” (Higgins, Kruglanski, & Pierro, 2003 Higgins , E. T. , Kruglanski , A. W. , & Pierro , A. ( 2003 ). Regulatory mode: Locomotion and assessment as distinct orientations . In M. P. Zanna (Ed.), Advances in experimental social psychology , ( Vol. 35 pp. 293 – 344 ). New York : Academic Press . [Google Scholar] ; Kruglanski, et al., 2000 Kruglanski , A. W. , Thompson , E. P. , Higgins , E. T. , Atash , M. N. , Pierro , A. , Shah , J. Y. , & Spiegel , S. ( 2000 ). To “do the right thing” or to “Just do it”: Locomotion and Assessment as distinct self-regulatory imperatives . Journal of Personality and Social Psychology , 79 , 793 – 815 . [Crossref], [PubMed], [Web of Science ®] [Google Scholar] ), and leadership styles practiced by supervisors over their subordinates. The locomotion mode constitutes the aspect of self-regulation that is concerned with movement from state to state, and the assessment mode constitutes the aspect of self-regulation that is concerned with making comparisons. The present studies consistently show that individuals high in locomotion prefer a “forceful” leadership style, represented by “coercive”, “legitimate”, and “directive” kinds of strategic influence, whereas individuals high in assessment prefer an “advisory” leadership style, represented by “expert”, “referent”, and “participative” kinds of strategic influence. Consistent with regulatory fit theory (Higgins, 2000 Higgins , E. T. ( 2000 ). Making a good decision: Value from “fit” American Psychologist , 55 , 1217 – 1230 . [Crossref], [PubMed], [Web of Science ®] [Google Scholar] ), the job satisfaction of subordinates was found to be higher when the style of strategic influence practiced by their supervisor fit their regulatory mode orientation (high locomotion/“forceful” style; high assessment/“advisory” style).

Understanding the determinants of COVID-19 vaccine uptake is important to inform policy decisions and plan vaccination campaigns. The aims of this research were to: (1) explore the individual- and country-level determinants of intentions to be vaccinated against SARS-CoV-2, and (2) examine worldwide variation in vaccination intentions. This cross-sectional online survey was conducted during the first wave of the pandemic, involving 6697 respondents across 20 countries. Results showed that 72.9% of participants reported positive intentions to be vaccinated against COVID-19, whereas 16.8% were undecided, and 10.3% reported they would not be vaccinated. At the individual level, prosociality was a significant positive predictor of vaccination intentions, whereas generic beliefs in conspiracy theories and religiosity were negative predictors. Country-level determinants, including cultural dimensions of individualism/collectivism and power distance, were not significant predictors of vaccination intentions. Altogether, this study identifies individual-level predictors that are common across multiple countries, provides further evidence on the importance of combating conspiracy theories, involving religious institutions in vaccination campaigns, and stimulating prosocial motives to encourage vaccine uptake.