A two wave cross‐lagged study of work‐role conflict,work‐family conflict and emotional exhaustion

By using a two‐wave panel design, the present study aimed to study causal, reversed, and reciprocal relations among work‐role conflict, work‐family conflict, and emotional exhaustion. The Conservation of Resources theory was applied as a theoretical framework. The study was conducted in a large Norwegian oil and gas company (n = 1703). The results demonstrated positive cross‐lagged effects of work‐role conflict and work‐family conflict on emotional exhaustion. In addition, emotional exhaustion predicted work‐family conflict over time, and work‐family conflict predicted work‐role conflict over time, indicating the presence of reciprocal effects. The current study adds new knowledge to the positioning of work‐family conflict in relation to perceived conflict in the workplace and emotional exhaustion.     

Gender‐role egalitarianism predicts desirable traits of potential marriage partners: A cross‐cultural comparison

We examined whether gender‐role egalitarianism predicted participants' rank‐order preferences for traits in potential marriage partners of the opposite sex, and whether gender‐role egalitarianism mediated cultural differences between participants from North America, Polynesia and East Asia. Participants completed the Sex‐Role Egalitarianism Scale and ranked the following traits in terms of their importance in choosing a potential marriage partner: kindness, physical attractiveness, social level, athleticism, creativity and liveliness. Parallel analyses for male and female participants reveal that traditional males value physical attractiveness more than egalitarian males, and that traditional females value social level more and kindness less than egalitarian females. Gender‐role egalitarianism fully mediated the effect of culture on kindness rankings, but no others. These results expand upon previous findings by accounting for individual differences regarding beliefs about traditional gender roles.     

The prospective relationship between role stressors and new cases of self‐reported workplace bullying

In line with the “Work environment hypothesis,” role stressors have been proposed as important antecedents of bullying in the workplace. Only a few longitudinal studies on the relationship between role stressors and bullying exist, however, and earlier studies have largely been cross‐sectional. The aim of the present prospective study was to determine whether role stressors at baseline predict new cases of workplace bullying at follow‐up. A total of 2,835 Norwegian employees participated at both baseline and follow‐up, with an interval of two years between the measurements. The study supports the hypotheses that role ambiguity and role conflict, independently, contribute to subsequent new reports of workplace bullying. However, there was a weak reverse effect: reporting being bullied at work at baseline predicted reporting increased levels of role ambiguity and role conflict at follow‐up. Even though the results may indicate a circular relationship between the variables at hand, the weak reverse relationship seems to have little practical impact compared to the stronger relationship from role stressors to bullying. Hence, the results mainly support the hypotheses stating that role ambiguity and role conflict, independently, predict subsequent exposure to workplace bullying.     

Trust in organization as a moderator of the relationship between self‐efficacy and workplace outcomes: A social cognitive theory‐based examination

Drawing on a social cognitive theory perspective, we contend that an employee's trust in oneself, or self‐efficacy, will interact with the individual's trust in the system, or trust in organization, to predict job attitudes and behaviours. Specifically, we expected that self‐efficacy would have stronger effects on job attitudes (job satisfaction and turnover intentions) and behaviours (task performance and organizational citizenship behaviours) to the degree to which employees perceive high levels of trust in organization. Using data collected from 300 employees and their respective supervisors at a manufacturing organization in Turkey across three waves, we found that self‐efficacy had more positive effects on job satisfaction, task performance, and citizenship behaviours when trust in organization was high. Interestingly, self‐efficacy had a positive effect on turnover intentions when trust in organization was low, indicating that high trust in organization buffered the effects of self‐efficacy on intentions to leave. The results suggest that the motivational value of trust in oneself is stronger to the degree to which employees also have high trust in the system, whereas low trust in system neutralizes the motivational benefits of self‐efficacy.

Practitioner points

• Practicing managers should not only invest in increasing self‐efficacy of their employees, but also invest in building trust to improve employees’ attitudes, behaviours, and performance. This is because when employee trust in organization is high, employee self‐efficacy has greater potential to have a positive influence over job satisfaction, task performance, and organizational citizenship behaviours.
• Self‐efficacy may actually increase an employee's desire to leave the organization when organizational conditions are unfavourable, such as in the case of low trust in the organization. Practicing managers should be aware that employees who have high levels of confidence may be at higher risk of turnover when they are unhappy with the organization.

     

Family and work predictors of parenting role stress among two‐earner families of children with disabilities

Family resources (i.e. household income and spouse support), parenting challenges (i.e. number of children, difficulty finding reliable child care, and child characteristics), work rewards (i.e. work interest) and work demands (i.e. hours and work overload) were tested as predictors of parenting role stress among mothers and fathers in two‐earner families of five‐year old children with disabilities. The two‐level hierarchical model was adapted to assess mothers and fathers as nested within married couples. Both common and unique predictors of maternal and paternal parenting role stress were found. Having fewer children in the family predicted less stress for both parents. Household income and an interaction between child behaviour problems and work interest were significant predictors of maternal parenting role stress. In contrast, greater difficulty in finding reliable child care predicted higher levels of parenting role stress for fathers but not mothers. The policy and research implications of these findings are discussed. Copyright © 2005 John Wiley & Sons, Ltd.     

Sexual‐perception processes in acquaintance‐targeted sexual aggression

This study analyzes data from seven published studies to examine whether three performance‐based indices of men's misperception of women's sexual interest (MSI), derived from a self‐report questionnaire, are associated with sexual‐aggression history, rape‐supportive attitudes, sociosexuality, problem drinking, and self‐reported MSI. Almost 2000 undergraduate men judged the justifiability of a man's increasingly unwanted advances toward a woman on the Heterosocial Perception Survey‐Revised. Participants self‐reported any sexual‐aggression history, and some completed questionnaires assessing rape‐supportive attitudes, sociosexuality, problem drinking, and self‐reported MSI. A three‐parameter logistic function was fitted to participants’ justifiability ratings within a non‐linear mixed‐effects framework, which provided precise participant‐specific estimates of three sexual‐perception processes (baseline justifiability, bias, and sensitivity). Sexual‐aggression history and rape‐supportive attitudes predicted: (a) reduced sensitivity to women's affect; (b) more liberal biases, such that the woman's affect had to be more negative before justifiability ratings dropped substantially; and (c) greater baseline justifiability of continued advances after a positive response. Sexual‐aggression history and attitudes correlated more strongly with sensitivity than baseline justifiability; remaining variables showed the opposite pattern. This work underscores the role of sexual‐perception processes in sexual aggression and illustrates the derivation of performance‐based estimates of sexual‐perception processes from questionnaire responses.

     

Self‐analysis and the development of an interpretation

In spite of the fact that Freud's self‐analysis was at the centre of so many of his discoveries, self‐analysis remains a complex, controversial and elusive exercise. While self‐analysis is often seen as emerging at the end of an analysis and then used as a criteria in assessing the suitability for termination, I try to attend to the patient's resistance to self‐analysis throughout an analysis. I take the view that the development of the patient's capacity for self‐analysis within the analytic session contributes to the patient's growth and their creative and independent thinking during the analysis, which prepares him or her for a fuller life after the formal analysis ends. The model I will present is based on an over lapping of the patient's and the analyst's self‐analysis, with recognition and use of the analyst's counter‐transference. My focus is on the analyst's self‐analysis that is in response to a particular crisis of not knowing, which results in feeling intellectually and emotionally stuck. This paper is not a case study, but a brief look at the process I went through to arrive at a particular interpretation with a particular patient during a particular session. I will concentrate on resistances in which both patient and analyst initially rely upon what is consciously known.     

Role of face‐to‐face and computer‐mediated communication time in the cohesion and performance of mixed‐mode groups

Although the rapid development of information technology has led to the increasing use of computer‐mediated communication (CMC), few studies have examined the relational aspect of mixed‐mode groups that use both face‐to‐face (FTF) communication and CMC. A field study comprising 42 student groups was conducted to assess the relationships among communication time, cohesion, and performance in mixed‐mode groups. The findings suggest that time spent in FTF communication significantly predicted group social cohesion, but time spent in CMC did not. In contrast, group task cohesion was predicted by time spent in CMC but not by time spent in FTF communication. Time spent in CMC was also a strong predictor of group task performance. These results suggest that FTF communication contributes to the social aspect of mixed‐mode groups and that CMC is beneficial to their task‐related aspect. The findings of mediation analyses showed a significant indirect effect among time spent in FTF communication, group social cohesion, and group contextual performance. In other words, time spent in FTF communication had a positive effect on group social cohesion, which in turn positively affected group contextual performance. However, no mediating effect was found among time spent in CMC, group task cohesion, and group task performance. Theoretical and practical implications of these findings are discussed.     

Identification With All Humanity: The role of self‐definition and self‐investment

Identification With All Humanity (IWAH) relates to higher levels of concern and supportive behavior toward the disadvantaged, stronger endorsement of human rights, and stronger responses in favor of global harmony. So far, IWAH has been conceptualized as a one‐dimensional construct describing the degree with which one identifies with all humans as a superordinate ingroup. However, recent group identification models suggest a multi‐dimensional model to provide a more differentiated approach toward the understanding of the highest level of social identification. Using principal axis (Study 1) and confirmatory (Study 2) factor analyses, we suggest that IWAH sub‐divides into two dimensions—global self‐definition and global self‐investment. Study 2 revealed that global self‐investment was a stronger predictor for both convergent measures (e.g., social dominance orientation and authoritarianism) and behavioral intentions than global self‐definition. Finally, in Study 3, we manipulated IWAH to test its causal effect on donation behavior. Participants in the experimental condition, compared with the control condition, showed higher global self‐investment, which in turn predicted greater giving to global charity. These findings suggest that two dimensions with different behavioral outcomes underlie IWAH.     

The model of children's social adjustment under the gender‐roles absence in single‐parent families

This study aimed to evaluate the effects of the gender‐role types and child‐rearing gender‐role attitude of the single‐parents, as well as their children's gender role traits and family socio‐economic status, on social adjustment. We recruited 458 pairs of single parents and their children aged 8–18 by purposive sampling. The research tools included the Family Socio‐economic Status Questionnaire, Sex Role Scales, Parental Child‐rearing Gender‐role Attitude Scale and Social Adjustment Scale. The results indicated: (a) single mothers' and their daughters' feminine traits were both higher than their masculine traits, and sons' masculine traits were higher than their feminine traits; the majority gender‐role type of single parents and their children was androgyny; significant differences were found between children's gender‐role types depending on different raiser, the proportion of girls' masculine traits raised by single fathers was significantly higher than those who were raised by single mothers; (b) family socio‐economic status and single parents' gender‐role types positively influenced parental child‐rearing gender‐role attitude, which in turn, influenced the children's gender traits, and further affected children's social adjustment.     

Personality and team performance: a meta‐analysis

Using a meta‐analytical procedure, the relationship between team composition in terms of the Big‐Five personality traits (trait elevation and variability) and team performance were researched. The number of teams upon which analyses were performed ranged from 106 to 527. For the total sample, significant effects were found for elevation in agreeableness (ρ = 0.24) and conscientiousness (ρ = 0.20), and for variability in agreeableness (ρ = ?0.12) and conscientiousness (ρ = ?0.24). Moderation by type of team was tested for professional teams versus student teams. Moderation results for agreeableness and conscientiousness were in line with the total sample results. However, student and professional teams differed in effects for emotional stability and openness to experience. Based on these results, suggestions for future team composition research are presented. Copyright © 2006 John Wiley & Sons, Ltd.     

Work stress and employee well‐being: The critical role of Zhong‐Yong

In the pursuit of well‐being at work, work stress is always an inescapable challenge. However, existing research shows that the relationships between work stress and employee outcomes are inconsistent, which indicates that the concept of work stress needs further investigation. Moreover, Zhong‐Yong serves as a cognitive strategy to coping with stress as well as being a pivotal life wisdom and practical rationality. Using a questionnaire survey, this study explores the relationship between work stress, employee well‐being, and Zhong‐Yong beliefs. The work stress was classified into challenge‐ and hindrance‐related stress while emotional exhaustion and job satisfaction were used as well‐being indicators. Using a sample of 394 employees from private enterprises in Taiwan as subjects, the results show that (1) hindrance‐related stress is destructive to employee well‐being; (2) challenge‐related stress is positively associated with emotional exhaustion but has no significant relation with job satisfaction; (3) Zhong‐Yong beliefs mitigate the harm from hindrance‐related stress on employee well‐being; and (4) Zhong‐Yong beliefs weaken the negative effects of challenge‐related stress on emotional exhaustion, and transform challenge‐related stress into eustress for job satisfaction.     

Core self‐evaluations and subjective well‐being in the U.S. and the Philippines: The moderating role of self‐construal

Extant literature has shown that the compound personality variable core self‐evaluations (CSE) is associated with various psychological outcomes. However, there is a dearth of research on CSE across cultures. Consistent with self‐construal theory, because there can be differences in self‐construals within and between cultures, the present study examined the moderating role of culture on the relation between CSE and subjective well‐being while also allowing for individual differences in self‐construal in the US and the Philippines. In both countries, CSE positively predicted subjective well‐being. Notably, the association between CSE and subjective well‐being was stronger in the US than in the Philippines. In addition, independent self‐construal strengthened the positive impact of CSE on subjective well‐being especially in the US. Overall, CSE positively predicts subjective well‐being; however, the relationship depends on not only the cultural context, but also on individual differences in self‐construal.