Caryl E. Rusbult

Bio: Caryl E. Rusbult is an academic researcher from VU University Amsterdam. The author has contributed to research in topics: Interpersonal relationship & Interpersonal communication. The author has an hindex of 60, co-authored 110 publications receiving 21906 citations. Previous affiliations of Caryl E. Rusbult include University of Amsterdam & University of North Carolina at Chapel Hill.

The Investment Model Scale: Measuring commitment level, satisfaction level, quality of alternatives, and investment size

Abstract: Three studies evaluated the reliability and validity of the Investment Model Scale, an instrument designed to measure four constructs, including commitment level and three bases of dependence-satisfaction level, quality of alternatives, and investment size. In all three studies, reliability analyses revealed good internal consistency among items designed to measure each construct. Also, principal components analyses performed on scale items revealed evidence of four factors, with items designed to measure each construct loading on independent factors. Studies 2 and 3 examined associations of model variables with instruments measuring diverse qualities of relationships and assorted personal dispositions. As anticipated, Investment Model variables were moderately associated with other measures reflecting superior couple functioning (e.g., dyadic adjustment, trust level, inclusion of other in the self), and were essentially unrelated to measures assessing personal dispositions (e.g., need for cognition, self-esteem). In addition, Study 3 demonstrated that earlier measures of Investment Model variables predicted later levels of dyadic adjustment and later relationship status (persisted vs ended). It is hoped that the existence of a reliable and valid Investment Model Scale will promote further research regarding commitment and interdependence in ongoing close relationships.

A Longitudinal Test of the Investment Model: The Development (and Deterioration) of Satisfaction and Commitment in Heterosexual Involvements

Abstract: A longitudinal study of heterosexual dating relationships tested investment model predictions regarding the process by which satisfaction and commitment develop (or deteriorate) over time. Increases over time in rewards led to corresponding increases in satisfaction, whereas variations in costs did not significantly affect satisfaction. Commitment increased because of increases in satisfaction, declines in the quality of available alternatives, and increases in investment size. Greater rewards also promoted increases in commitment to maintain relationships, whereas changes in costs generally had no impact on commitment. For stayers, rewards increased, costs rose slightly, satisfaction grew, alternative quality declined, investment size increased, and commitment grew, whereas for leavers the reverse occurred. Individuals whose partners ended their relationships evidenced entrapment: They showed relatively low increases in satisfaction, but their alternatives declined in quality and they continued to invest heavily in their relationships. Suggestive evidence points to the importance of changes over time in commitment in mediating stay/leave behaviors. The generalizability of these results for men and women and stayers and leavers at all stages of involvement is discussed.

Accommodation processes in close relationships: Theory and preliminary empirical evidence.

Abstract: A theory of accommodation processes is advanced, and the results of 6 studies are reported. Accommodation refers to the willingness, when a partner has engaged in a potentially destructive act, to inhibit impulses to react destructively and instead react constructively. Studies 1 and 2 demonstrated that accommodation is lower under conditions of reduced social concern and lower interdependence. Studies 3,4, and 5 revealed that accommodation is associated with greater satis- faction, commitment, investment size, centrality of relationship, psychological femininity, and partner perspective taking and with poorer quality alternatives. Commitment plays a fairly strong role in mediating willingness to accommodate. Study 6 showed that couple functioning is asso- ciated with greater joint and mutual tendencies to inhibit destructive reactions. Study 6 also demon- strated that self-reports of accommodation are related to relevant behavioral measures. All partners in close relationships eventually behave badly. It is inevitable that in responding to the irritations and dissatisfac- tions of everyday life, one or the other partner eventually will engage in a potentially destructive act (e.g., being thoughtless, yelling at the partner, or not spending adequate time at home). How are people likely to react to such breaches of good behav- ior? Are they likely to exacerbate the problem by reacting de- structively in turn, or are they more likely to soothe ruffled feelings by reacting constructively? What makes them more willing to react constructively and inhibit destructive impulses? Do partners typically share equally in dealing with destructive content? Does feeling less involved than the partner lead to reduced willingness to react constructively? Our work ad- dresses such questions, and concerns a phenomenon that we term accommodation.' Accommodation refers to an individ- ual's willingness, when a partner has engaged in a potentially destructive behavior, to (a) inhibit tendencies to react destruc- tively in turn and (b) instead engage in constructive reactions. This article advances a general model of accommodation and presents preliminary empirical evidence regarding this phe- nomenon. We begin with a discussion of the response typology used in our model—the exit, voice, loyalty, and neglect typol- ogy Then we explore the implications of conceptualizing ac- commodation using an interdependen ce analysis (Kelley & Thibaut, 1978). Finally, we advance several hypotheses regard- ing the causes and dynamics of accommodation and review the results of six studies that serve as preliminary empirical tests of our model. Exit, Voice, Loyalty, and Neglect Our theory of accommodation processes emerged from re- search on Rusbult's exit-voice-loyalty-neglect typology of re- sponses to dissatisfaction in close relationships (Rusbult, Zem- brodt, & Gunn, 1982). The typology is based on the writings of Hirschman (1970), who discussed three reactions to decline in formal organizations: (a) exit—actively destroying the relation- ship; (b) voice—actively and constructively attempting to im- prove conditions; and (c) loyalty—passively but optimistically waiting for conditions to improve. To assess the comprehen- siveness of this model, Rusbult and Zembrodt (1983) performed multidimensional scaling studies of couple responses to dissat- isfaction. They found that Hirschman's categories character- ized responses to dissatisfaction in close relationships, and they

Impact of exchange variables on exit, voice, loyalty, and neglect: An integrative model of responses to declining job satisfaction.

Abstract: This research offers a new theory predicting the effects of three exchange variables, job satisfaction, investment size, and quality of alternatives, on four general responses to dissatisfaction—exit, voice, loyalty, and neglect. Three studies designed to test model predictions' received good support. High satisfaction and investment encouraged voice and loyalty and discouraged exit and neglect. Satisfaction and investment interacted, with variations in investment most strongly promoting voice given high satisfaction. Better alternatives encouraged exit and voice and discouraged loyalty. However, there was no link between alternatives and neglect.

The Commitment-Trust Theory of Relationship Marketing

Abstract: Relationship marketing—establishing, developing, and maintaining successful relational exchanges—constitutes a major shift in marketing theory and practice. After conceptualizing relationship marke...

The need to belong: Desire for interpersonal attachments as a fundamental human motivation.

Abstract: A hypothesized need to form and maintain strong, stable interpersonal relationships is evaluated in light of the empirical literature. The need is for frequent, nonaversive interactions within an ongoing relational bond. Consistent with the belongingness hypothesis, people form social attachments readily under most conditions and resist the dissolution of existing bonds. Belongingness appears to have multiple and strong effects on emotional patterns and on cognitive processes. Lack of attachments is linked to a variety of ill effects on health, adjustment, and well-being. Other evidence, such as that concerning satiation, substitution, and behavioral consequences, is likewise consistent with the hypothesized motivation. Several seeming counterexamples turned out not to disconfirm the hypothesis. Existing evidence supports the hypothesis that the need to belong is a powerful, fundamental, and extremely pervasive motivation.

The measurement and antecedents of affective, continuance and normative commitment to the organization

Abstract: Organizational commitment has been conceptualized and measured in various ways. The two studies reported here were conducted to test aspects of a three-component model of commitment which integrates these various conceptualizations. The affective component of organizational commitment, proposed by the model, refers to employees' emotional attachment to, identification with, and involvement in, the organization. The continuance component refers to commitment based on the costs that employees associate with leaving the organization. Finally, the normative component refers to employees' feelings of obligation to remain with the organization. In Study 1, scales were developed to measure these components. Relationships among the components of commitment and with variables considered their antecedents were examined in Study 2. Results of a canonical correlation analysis suggested that, as predicted by the model, the affective and continuance components of organizational commitment are empirically distinguishable constructs with different correlates. The affective and normative components, although distinguishable, appear to be somewhat related. The importance of differentiating the components of commitment, both in research and practice, is discussed.

Job demands, job resources, and their relationship with burnout and engagement: a multi‐sample study

Abstract: This study focuses on burnout and its positive antipode—engagement. A model is tested in which burnout and engagement have different predictors and different possible consequences. Structural equation modeling was used to simultaneously analyze data from four independent occupational samples (total N = 1698). Results confirm the hypothesized model indicating that: (1) burnout and engagement are negatively related, sharing between 10 per cent and 25 per cent of their variances; (2) burnout is mainly predicted by job demands but also by lack of job resources, whereas engagement is exclusively predicted by available job resources; (3) burnout is related to health problems as well as to turnover intention, whereas engagement is related only to the latter; (4) burnout mediates the relationship between job demands and health problems, whereas engagement mediates the relationship between job resources and turnover intention. The fact that burnout and engagement exhibit different patterns of possible causes and consequences implies that different intervention strategies should be used when burnout is to be reduced or engagement is to be enhanced. Copyright © 2004 John Wiley & Sons, Ltd.