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Financial self-efficacy led to less frequent explicit parental financial communication for nonborrowers after college but was associated with more frequent explicit parental financial communication during college for borrowers. Our findings suggest that explicit communication regarding basic finance principles is likely sufficient to support financial self-efficacy in a debt-free context, whereas observing parents’ responsible financial behaviors may be beneficial for young adults who incur student loan debt. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Past studies looking at antecedents of controlling parenting revealed an association between parents’ use of these detrimental practices and their perceptions of the environment as threatening for their children. However, the causal impact of environmental threats on controlling practices remained to be assessed. This study filled this gap using an experimental design and a sample of 101 children (Mage = 10.21 years) and their mothers. We manipulated mothers’ perceptions of environmental threats, subsequently asked them to help their children complete a task in a guided learning setting, and obtained multi-informant observational measures of maternal controlling practices during this interaction. Results first showed that mothers with a high (but not low) controlling style were coded by an independent observer as significantly more controlling in the threat condition than in the control condition. Results also revealed that mothers in the threat condition were perceived by their children as significantly more controlling than mothers in the control condition, regardless of their controlling style. Path analyses then showed that coded maternal practices predicted children’s perceptions of maternal controlling practices, which in turn were associated with higher levels of controlled motivation in children. Examining indirect effects also revealed a significant link from environmental threats to children’s controlled motivation, via perceived maternal controlling practices. Contributions of these results to the literature on parenting are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Additional research is needed on the link between racial discrimination and depressive symptoms over time as well as the risk and resilience moderators that influence this link. One understudied factor that may exacerbate this link is perseverative cognition-chronic activation of stress-related cognitive representations. However, race-specific activism, like Black Lives Matter (BLM) activism, may attenuate this association. Given this, the current study investigated autoregressive and cross-lagged associations between racial discrimination and depressive symptoms across two time points over 6 months. We also tested if perseverative cognition and two domains of Black Lives Matter activism-support and behavior-moderated the cross-lagged associations between racial discrimination and depressive symptoms. Using data from 232 African Americans, findings revealed a significant cross-lagged effect of Time 1 racial discrimination on Time 2 depressive symptoms (but no cross-lagged effect of T1 depressive symptoms on T2 racial discrimination). This cross-lagged effect was moderated by both perseverative cognition and support for BLM activism such that the association between Time 1 racial discrimination was only associated with Time 2 depressive symptoms at lower levels of perseverative cognition and lower levels of BLM support. (PsycInfo Database Record (c) 2020 APA, all rights reserved).One distinguishing feature of servant leadership is the proposition that servant leaders develop followers who also engage in serving behaviors. Drawing upon social learning theory, we argue that follower dispositional self-interest is a boundary condition affecting the transference of manager servant leadership to follower engagement in serving behaviors, and that follower serving self-efficacy is the underlying psychological mechanism. In a laboratory experiment (Study 1), we manipulated manager servant leadership and found support for the hypothesis that the positive relationship between manager servant leadership and follower serving behaviors is significantly enhanced for participants high in self-interest. The serving behaviors of participants low in self-interest was not affected by the degree to which the manager practiced servant leadership. HDAC inhibitor In a field study (Study 2) with a sample representing 10 diverse organizations in Singapore, we replicated the findings. In another laboratory experiment (Study 3), we demonstrated that follower serving self-efficacy mediated the interactional effect found in the first two studies, supporting the social learning account for the transference of manager servant leadership to follower serving behaviors. Taken together, converging results from these three studies demonstrate that servant leaders are capable of bringing out serving behaviors especially among followers with a strong focus on their own self-interest. (PsycInfo Database Record (c) 2020 APA, all rights reserved).Grounded on uncertainty management theory, the current research examines the role of employee justice perceptions in explaining the distinct effects of two forms of pay transparency-process versus outcome pay transparency-on counterproductive workplace behavior (CWB). Study 1, a field study of 321 employees, revealed that process pay transparency is inversely related to CWB targeting the organization (i.e., less CWB-O), with this effect explained by enhanced employee procedural justice perceptions. It also indicated, however, that among employees perceiving their pay position as being lower than that of referent others, outcome pay transparency is positively associated with both CWB-O and CWB-I (i.e., CWB targeting other employees), with this effect explained by reduced employee distributive justice perceptions. Study 2, using an online simulation-based experiment conducted on 394 employees and assessing actual deception behaviors (targeting both the agency sponsoring the study and other participants in the study), replicated these findings and extended our understanding of the negative consequences of outcome pay transparency on CWB.