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In a simulation study, I examined the potential role of values in leader-member exchanges (Dansereau, Graen, & Haga, 1975). Little research has been conducted to determine the factors influential in the development of leadership versus supervisory exchanges (Dienesch & Liden, 1986). In this study, greater similarity between supervisor and subordinate values was perceived in leadership exchanges. The study was conducted in France and the United States. No support was gained for the hypothesis that similarity would be less important in France. The results did suggest greater individualism among American subjects and more conformity among French subjects. [ABSTRACT FROM AUTHOR]

Objective: Despite positive effects of physical activity programs in the workplace, an appropriate measurement instrument to capture employees' decisional balance to exercise is lacking. This study sought to develop and validate a decisional balance scale for exercise adapted to the workplace. Methods: Four complementary studies were carried out, with a total sample of 2398 French volunteer employees, to develop a preliminary version and examine its dimensionality, temporal stability, and construct validity. Results: The Workplace Decisional Balance scale for Exercise (WDBex) consists of 21 items with two subfactors, respectively composed of 12 items (facilitators) and nine items (barriers); for each subfactor, three dimensions (ie, physical, psychological, and logistic) were distinguished and presented satisfactory psychometric properties. Conclusions: This instrument constitutes a reliable and valid instrument for studying the psychosocial determinants of physical activity engagement in the workplace and for developing health promotion strategies. [ABSTRACT FROM AUTHOR]

Suppressing and faking emotional expressions depletes personal resources and predicts job strain for customer-contact employees. The authors argue that personal control over behavior, in the job and within the national culture, provides compensatory resources that reduce this strain. With a survey study of 196 employees from the United States and France, the authors supported that high job autonomy buffered the relationship of emotion regulation with emotional exhaustion and, to a lesser extent, job dissatisfaction. The relationship of emotion regulation with job dissatisfaction also depended on the emotional culture; the relationship was weaker for French customer-contact employees who were proposed to have more personal control over expressions than U.S. employees. Theoretical and research implications for the emotion regulation literature and practical suggestions for minimizing job strain are proposed., (Copyright 2005 APA, all rights reserved.)