Researchers in organizational behavior have long been interested in exploring how employees' perceptions of their leaders influence their work-related thoughts and behaviors. This study tested a meditation model linking leader charisma to organizational citizenship behaviors (OCB) via work engagement. The authors administered 91 participants the Multifactor Leadership Questionnaire, the OCB Scale, and the Work Engagement Scale. The results indicated a significant positive relation between charismatic leadership and work engagement, between work engagement and OCB, and between charismatic leadership and OCB. Results also indicate a full mediation of leadership's effects on OCB via work engagement. This mediation relation suggests some of the mechanisms of charismatic leadership, and it provides an interesting avenue for future research.

This study addressed how various outcomes to a leader might influence not only how that leader is perceived but also the degree of influence that leader might subsequently obtain. On the basis of recent charismatic leadership theories, it was expected that leaders who appeared willing to endure hardship for the expression of their beliefs would be perceived differently than leaders who appeared to benefit in some way. The relationship between outcomes and subsequent leader influence was confirmed. Sacrificing resulted in greater influence, whereas benefiting reduced it. This relationship was mediated by attributions made about leader motives. The relationship between outcomes and influence was also mediated by perceptions of charisma.

One of the difficulties groups have when making quantitative judgments is determining the relative quality of members’ inputs. Outcome feedback was investigated as a method for improving the ability of groups to identify their most accurate member. Results indicate that groups given outcome feedback were better at identifying their best member than were groups that practiced without feedback. This occurred even though the same individual was seldom the most accurate across items. However, groups given feedback were not as accurate as their best member any more often. This suggests that groups given feedback are learning how to discriminate valid from invalid cues, but are not using this information consistently when making their group estimates.

A significant body of research has documented two achievement goal orientations that individuals can adopt prior to performing a particular task. These orientations have typically been referred to as "task-oriented" or "ego-oriented," each of which has different implications for task performance and related perceptions. The majority of this research has considered individuals either task-or ego-oriented. There is initial evidence, however, that the two goal orientations may be independent and, therefore, that they may interact to predict various outcomes. The central finding of this study was that task-and ego-orientations did interact to influence task satisfaction and performance. Specifically, high task satisfaction was reported by individuals who had at least a moderately high degree of task orientation irrespective of the level of ego orientation. Alternatively, the most effective performance was observed for individuals who had a dominant achievement goal orientation, regardless of whether it was a task-or ego-orientation. The implications of these findings are discussed.'The authors would like to thank Carolyn Jagacinski for her helpful comments on an earlier

Human-animal interactions often have positive physiological and psychological outcomes for humans. The current study extended research in this area by studying three variables that have never directly been examined together within a laboratory setting: task difficulty level (moderate versus extreme), the human-animal interaction (present or absent), and participants' companionanimal guardianship status (yes or no) to determine whether a companion dog would reduce self-reported state anxiety. The participants were undergraduate students from a large western university in the United States who performed timed paper-and-pencil tasks either with or without the presence of a companion dog under varying degrees of task difficulty. Spielberger's State/ Trait anxiety measures were used to assess reactions to the work setting. Results indicated that although the mere presence of a dog is not enough to lower state anxiety for all participants, the interaction of companion-animal guardianship status and task difficulty was significant. Companion animals may assist in stress relief for people in average-stress jobs who already have positive feelings toward companion animals but may have no effect for people in high-stress jobs or who do not already enjoy the company of animals.