A Longitudinal Investigation of Egoistic and Moralistic Self-Enhancement

This study used a 3-wave longitudinal design to investigate stability and change of egoistic and moralistic self-enhancement. Participants (n = 195) were followed for 6 years, from late adolescence (age 15) to emerging adulthood (age 21). A significant degree of rank-order stability was found that reveals a reasonable continuity in the individuals’ relative standing on measures of egoistic and moralistic self-enhancement. Latent growth curve analysis was used to track the developmental trajectories of the examined constructs. Findings revealed that egoistic self-enhancement is stable from 15 to 21 years, whereas moralistic self-enhancement slightly decreases during the same developmental period. Cross-lagged models were used to examine the reciprocal relations between self-enhancement and the Big Five personality traits. No prospective effects were found between the constructs, which develop independently from late adolescence to young adulthood, showing only synchronous associations. Implications for personality research and assessment are discussed.     

Ethnicity, education, and the temporal stability of personality traits in the East Baltimore Epidemiologic Catchment Area study

We examined the influence of age, gender, Black vs. White ethnicity, and education on five indices of personality stability and change across an average interval of 8 years in the East Baltimore Epidemiologic Catchment Area study. In the full sample (n = 505, aged 30–88), examination of structural, rank-order, ipsative, and mean level stability, as well as indices of reliable change suggested that NEO-PI-R personality traits showed moderate to high levels of stability over time. There were few age and gender effects on temporal stability but rank-order, ipsative, and mean level stability were lower among Blacks and individuals with lower education. Future research should explore additional demographic predictors of temporal plasticity in a diverse range of samples, and employ observer ratings to assess personality.     

Predicting Ordination,Early-Career Mobility,and Career Adaptation from Ministerial Applicants’ Psychological Assessment Results

The occupational group of ordained ministers is currently facing two types of change: the role of religion in Western societies is transforming, and the boundaryless work culture is expanding even further. As the profession is becoming more demanding, leaving clergy has become a worldwide problem across denominations. Churches are therefore increasingly applying psychological assessments to screen their applicants for ministry. Surprisingly, no studies have yet looked into the connections of these assessment results and later job-person fit: eventual ordination, early-career turnover and commitment, or early-career job performance and job satisfaction. In this study, personality metatraits (stability and plasticity), general mental ability, and social and attributional strategies were assessed for 785 persons heading for ordination in the Evangelical Lutheran Church in Finland during 2006–2010. In a follow-up in 2012 (n = 314, 40 %), career mobility and career adaptation were inspected. The results indicate that the most influential feature is the determination of the applicant. Other aspects related to a successful career pattern were stability and absence of pessimistic strategies. The study confirms that personality metatraits are an applicable approach in selection assessment. Overall, the study provides an outlook on the entry stage recruitment to a vocational religious occupation in the boundaryless age of work.     

Employee adaptive performance and job satisfaction during organizational crisis: the role of self-leadership

This study tests the hypothesis that self-leadership is positively related with employee adaptive performance and job satisfaction in rapid change and unpredictable work environments. This assumption was tested through a quasi-experimental study regarding the implementation of a self-leadership training programme in the Private Banking department of an international bank. Change in private bankers’ self-leadership, adaptive performance and job satisfaction was measured three times, over a period of 8 months. During the fourth month of the training programme implementation, the bank underwent an unexpected bailout. Fifty-two private bankers were randomly assigned to an experimental group (n = 28) and to a control group (n = 24). The results showed an increase in self-leadership, adaptive performance and job satisfaction for the experimental group, while job satisfaction decreased for participants in the control group. Our findings suggest that change in the level of self-leadership is positively related with change in the level of adaptive performance and job satisfaction over time. This study presents new evidence that individual adaptive performance and job satisfaction can be enhanced through self-leadership training. Self-leadership training can be used as a valuable tool to help organizations improve employees’ adaptive performance and job satisfaction, especially during organizational crisis.     

Working adults’ positive coping and age: Their interaction effects on psycho-social career preoccupations

The present study explored positive coping behaviour and age interaction effects on workers’ psycho-social career preoccupations. Participants were workers employed within a chemical industry in South Africa (n?=?525). The sample was represented by younger (21–34 years, n?=?257) and older (35–55 years, n?=?268) workers (male?=?52%, black?=?51%). The participants completed a demographic questionnaire, the Positive Coping Behavioural Inventory, and Psycho-social Career Preoccupations Scale. Hierarchical moderated regressions were computed to test whether workers’ age influenced the nature of the effect of their positive coping behaviour on their career preoccupations. Results indicated a positive coping and age interaction effect on career establishment preoccupations in that younger workers with low positive coping behaviour had significantly higher career establishment preoccupations than their older counterparts with low positive coping behaviour. High positive coping behaviour was significantly associated with low career establishment preoccupations for both younger and older workers. The findings suggest that helping adult workers identify positive coping behavioural strengths for managing their career preoccupations would be important for their career development in today’s uncertain and rapidly changing employment environment.     

Evolving team cognition: The impact of team situation models on team effectiveness

The current research examined a moderated mediation model for the relationships among indicators of objective career success (salary and job level), subjective career success (career satisfaction), and turnover intention, as well as the boundary conditions of this process. Based on a survey study among a sample of Chinese managers (N = 324), we found that both salary and job level were negatively related to turnover intention, with these relations fully mediated by career satisfaction. The results further showed that the relation between job level and career satisfaction was weaker among managers who perceived a higher level of organizational career management, but stronger among managers with a higher managerial career anchor. In support of our hypothesized model, the indirect effect of job level on turnover intention through career satisfaction existed only among managers who perceived a lower level of organizational career management or managers with a higher managerial career anchor. These findings carry implications for research on career success and turnover intention.     

Vocational interests across 20 years of adulthood: Stability,change, and the role of work experiences

Vocational interests demonstrate high rank-order stability during childhood and adolescence. However, few studies have investigated the development of vocational interests into adulthood. The present study examined rank-order and profile stability, mean-level and correlated change, and individual differences in change in RIASEC scores across 20 years of adulthood. In addition, life events were examined as moderators of change. Rank-order stability was strong across vocational interest dimensions. Mean-level changes also occurred, with increases in Realistic interests and decreases in Investigative interests for men, increases in Enterprising interests for women, and decreases in Artistic interests for men and women. Individual differences in change indicated that not everyone changed in the same manner, with occupational experiences, such as job loss, related to greater change.     

A longitudinal study of career success,embeddedness, and mobility of early career professionals

The study of voluntary job mobility has traditionally focused on how the present context and individual factors either support or constrain choice of blue and white collar workers. Less attention has been devoted to the relationships among career success, embeddedness, and mobility of early career professionals. How do past career success and job mobility affect job embeddedness, subsequent career success, and future mobility within and between organizations and occupations? Each of these constructs is often studied as a dependent variable, yet the relationships among them, over time, are rarely examined. We explore the effects of past objective career actions (promotions, % salary change, and job mobility) on current job embeddedness and subjective career success, and on job, organizational, and occupational mobility one year later. Results support the positive influence of past promotions, % salary change, and current job embeddedness on subjective career success, and a negative influence for past promotions, job embeddedness, and subjective career success on mobility one year later as people began to ‘settle in’. We also observed small positive relationships of past promotions and % salary change with job embeddedness, and of past job mobility with future mobility — indicating that objective career success contributes to embeddedness, yet those that move more often tend to keep doing so. There were no differences or interaction effects based on gender or years of work experience. We found significantly stronger negative relationships of embeddedness and subjective career success with mobility between occupations than for mobility within organizations. However, the same pattern of findings was observed for job, organization, and occupational mobility.     

The longitudinal impact of a job crafting intervention

This study examined the impact of a job crafting intervention based on job demands-resources (JD-R) theory. We hypothesized that the intervention would influence participants’ job crafting behaviours, as well as their job demands, job resources, and personal resources. In addition, we hypothesized a positive impact of the intervention on work engagement and self-rated job performance. The study used a quasi-experimental design with a control group. Teachers (N = 75) participated in the job crafting intervention on three occasions with 9 weeks in-between the first and second measurement, and 1 year in-between the second and third measurement. Results showed that the intervention had a significant impact on participants’ job crafting behaviours, both at time 2 and time 3. In addition, the results showed a significant increase of performance feedback, opportunities for professional development, self-efficacy, and job performance 1 year after the job crafting intervention. Participants’ levels of job demands, resilience, and work engagement did not change. We discuss the implications of these findings for JD-R theory and practice.     

Self-esteem,employability attributes,and retention factors of employees within the financial sector

This study explored the relationship between personal factors and job retention in a South African financial services sector setting. A non-probability purposive sample of employees (n = 383; females = 57%, black = 42%) of two financial institutions were participants (age range = 25 to 65; middle management = 34%). The employees reported on their self-esteem, employability attributes, and job retention factors. The data were analysed to predict job retention factors from the personal factors of self-esteem and employability. The results indicate overall self-esteem, employability attributes, and age to significantly and positively predict job retention factors of employees within the financial services industry. The self-esteem psychological aspects of general self-esteem, social self-esteem, and personal self-esteem, uniquely predicted job retention factors. Additionally, the employability attributes of career self-management, cultural competence, self-efficacy career resilience, sociability, entrepreneurial orientation, proactivity, and emotional literacy uniquely predicted job retention factors.     

The value of job crafting for work engagement,task performance,and career satisfaction: longitudinal and quasi-experimental evidence

We examine how job crafting (i.e. seeking resources, seeking challenges, decreasing demands) increases the person-job fit of employees. In Study 1, we studied job crafting’s effects over time. 111 employees filled out a questionnaire at two time points with 6 months in between. We found that seeking resources behavior at Time 1 positively affected work engagement, task performance, and career satisfaction at Time 2. Decreasing demands at Time 1 negatively affected work engagement, task performance, and career satisfaction at Time 2. In Study 2, we tested a job crafting intervention using a quasi-experimental design (i.e., intervention group, N = 60, and a control group, N = 59). The intervention was successful, as participants in the intervention group increased seeking resources and decreasing demands behaviors. Furthermore, seeking resources behavior was the main driver of increased participants’ work engagement, task performance, and career satisfaction.     

The degree of stability in motor performance in preschool children and its association with child-related variables

Understanding the stability of individual differences in motor performance during the early years of life, despite normative age-related growth in motor performance, has important implications for identification of motor coordination difficulties and subsequently, early remediation. Therefore, the aims of the present study were to examine the degree of rank-order and individual-level stability in motor performance in young children with different levels of motor skill proficiency. Subsequently, we explored the influence of child variables (i.e., age, gender, and behavioural self-regulation) on different aspects of stability. In this longitudinal study, a community sample of 68 participants (49% girls) with a mean age of 3 years and 11 months (SD = 7 months) were assesses in three six-monthly waves. The total standard score of the Movement Assessment Battery for Children-2 (MABC-2) was used as the measure of motor performance. Rank-order stability was examined with zero-order Pearson correlations. Individual-level stability was examined by means of stability in classifications (at risk for motor coordination difficulties versus typically developing). In addition to examining stability in group classification, the Reliable Change Index (RCI) was calculated to examine if the difference in a child's scores over time exceeded (increased or decreased relative to) the expected change. The results showed moderate to high rank-order stability between time points. No significant differences in degree of rank-order stability were found between boys and girls and between 3-year old and 4-year old children. In terms of stability of classification, it was shown that for ~50% of the children with motor coordination difficulties and ~ 90% of typically developing the classification based on the cut-off score on the MABC-2 was stable. Based on the RCI, over 90% showed individual-level stability. The level of behavioural self-regulation at T1 (as measured with the Head-Toes-Knees-Shoulders task) was not significantly related to individual-level stability in motor performance. In conclusion, our findings highlight the importance of a careful choice of stability measures and a reflection on the implications of their results. More research is needed to understand which child and environmental variables impact on stability.     

Determining Predictor Weights in Military Selection: An Application of Dominance Analysis

This article illustrates the use of dominance analysis (DA) to identify the most appropriate set of weights for combining predictor data. We used meta-analytic information on cognitive ability, structured interviews, conscientiousness, and emotional stability to determine relative weights in predicting entry-level job performance and turnover. For job performance, the optimal predictor weights were 51% (cognitive ability), 38% (structured interview), 9% conscientiousness, and 2% (emotional stability). The weights differed considerably for turnover: 48% (structured interview), 27% (emotional stability), 13% (conscientiousness), and 11% (cognitive ability). Using a simulated data set, we showed how the rank-order of applicants can change based on DA and traditional regression analysis. The results suggest that DA has wide applicability for military selection.     

Super's Career Stages and the Decision to Change Careers

This study examined Super's (1990) concept of recycling through the stages of adult career development in a sample of 226 Australian men and women who were approximately evenly distributed across the following four steps in the uptake of a second career: (a) contemplating a change, (b) choosing a new field, (c) implementing a change, and (d) change fully completed. A group of adults of similar age, gender, education, occupation, and career history who had no intention of switching careers was also included for comparison. Recycling predictions were supported by the finding that the three groups who were in the throes of career change displayed greater concern with Super's first (exploration) stage than the nonchanging control group. In addition, the two groups who were most intensely involved in the change process (choosing field and implementing) scored higher in exploration concern than the group whose career change was fully completed. Satisfaction also varied as a function of the participant's stage in the process of switching to a new career. Global satisfaction with the present job was highest in workers who had completed the change to a new career, but nonchangers were more satisfied than the three groups who were actively caught up in the change process. On the other hand, satisfaction with the overall pattern of career development was higher in the two stable groups (nonchangers and change-completed) than among the three groups still actively involved in making a change. Implications of these results for midlife career counseling were considered.     

A longitudinal study of the determinants and outcomes of career change

The present longitudinal field study investigated the antecedents and consequences of an actual career change. The framework for this study was Rhodes and Doering's (1983) model of career change. We examined the effect of individual and organisational characteristics on career change behaviour. The individual characteristics were: traits (Openness to Experience, Extraversion, Conscientiousness and general self-efficacy), demographic factors (age, gender, marital status, and children), human capital (education level and occupational tenure), job satisfaction, job search activity and intentions to leave; and organisational factors (job security and salary). The findings showed that a range of individual characteristics were associated with career change including, Openness to Experience, Extraversion, gender, age, educational level, and occupation tenure. However, job security was the only organisational factor related to career change. One year after career change, individuals reported higher job satisfaction, improved job security and a reduction in the number of hours worked.     

A time-lagged analysis of the effect of authentic leadership on workplace bullying,burnout, and occupational turnover intentions

Destructive interpersonal experiences at work result in negative feelings among employees and negative work outcomes. Understanding the mechanisms through which bullying can lead to burnout and subsequent turnover is important for preventing and managing this problem. Leaders play a key role in shaping positive work environments by discouraging negative interpersonal experiences and behaviours. The aim of this study is twofold. Specifically we aim to examine the relationship between authentic leadership and new graduate nurses experiences of workplace bullying and burnout over a 1-year timeframe in Canadian healthcare settings. Furthermore we aim to examine the process from workplace bullying to subsequent burnout dimensions, and to job and career turnover intentions. Results of structural equation models on new graduate nurses working in acute care settings in Ontario (N = 205) provide support for the hypothesized model linking supervisor's authentic leadership, subsequent work-related bullying, and burnout, and these in turn to job and career turnover intentions. Thus, the more leaders were perceived to be authentic the less likely nurses’ were to experience subsequent work-related bullying and burnout and to want to leave their job and profession. The results highlight the important role of leadership in preventing negative employee and organizational outcomes.     

Predicting Generative Concern in Young Adulthood from Narrative Intimacy: A 5-Year Follow-Up

According to Erikson’s developmental model, achieving intimacy in young adulthood should predict higher levels of generativity later in life. This mixed quantitative and qualitative, longitudinal study examined the relationship between generative concern and intimacy in young adulthood (from ages 26–32). Participants (N = 147; 69 % female; 74.1 % college educated) told a narrative about a “relationship defining moment” with a same-sex friend, and completed self-report questionnaires of optimism and generative concern at ages 26 and 32. Optimism and generative concern had strong stability over time, while friendship intimacy did not exhibit test–retest stability. Most participants (88.6 %) disclosed a different story at each time point, which contributed to the lack of rank-order stability for friendship intimacy in the present study. Friendship intimacy was positively correlated with age 26 and age 32 generative concern. Both sex and optimism predicted longitudinal increases in generative concern over 5 years, with women and people higher in optimism seeing larger increases. Friendship intimacy coded from narratives at 26 predicted (p = .052) increases in generative concern at 32. The present study extended prior research by examining the relationship between intimacy and generative concern as people develop from emerging to young adulthood. Following Erikson, developing close relationships with others, exhibiting an optimistic outlook on life, and being female appear to facilitate greater generative concern in young adults.     

Associations of transcranial doppler velocity,age, and gender with cognitive function in children with sickle cell anemia in Nigeria

Children with sickle cell anemia (SCA) have elevated cerebral blood velocity relative to healthy peers. The primary aim of this study was to evaluate the association between cerebral blood velocity, measured by transcranial Doppler (TCD) ultrasound, age, and gender with cognitive function in children with SCA in Nigeria. Eighty-three children (M_age = 9.10, SD = 1.90 years; 55% female) with SCA in Nigeria completed cognitive assessments and a TCD ultrasound. The association between TCD velocity and measures of perceptual reasoning (Raven’s Progressive Matrices), working memory (WISC-IV Digit Span), and executive planning (Tower of London, TOL) were assessed. Results showed that elevated TCD velocity significantly predicted lower scores on TOL Time Violations and Total Problem-Solving Time when controlling for BMI, hemoglobin level, and parent education, suggesting that TCD velocity is related to the efficiency of executive function. Further, age was negatively related to children’s performance on the Ravens Matrices and TOL Total Correct, and boys showed greater deficits on the TOL Total Correct relative to girls. Moderation analyses for gender showed that there was a conditional negative association between TCD velocity and Digit Span for boys, but not for girls. Findings suggest that children with SCA in Nigeria with elevated TCD velocity are at risk for deficits in efficiency of executive planning, and boys with elevated TCD velocity are particularly at increased risk for deficits in auditory working memory. Implications of this study are important for interventions to reduce cerebral blood velocity and the use of TCD in this population.     

Validation of the work engagement,job satisfaction,psychological empowerment,and organisational citizenship measures in a mining sector setting in Zimbabwe

This study aimed to validate measures of work engagement, job satisfaction, psychological empowerment, and organisational citizenship for use with employees in a mining enterprise in Zimbabwe. Miners (N = 176, males = 85.2%, females = 1.3%; age range = 24–65 years; general workers = 92%) completed the Utrecht Work Engagement Scale (UWES), the Psychological Empowerment Scale (PES), the Minnesota Job Satisfaction Questionnaire (MSQ20), and Organisational Citizenship Behaviour Checklist (OCB-C20). Findings, following exploratory factor analysis, suggest scores from the UWES, PES, MSQ20, and OCB20 to be reliable for research purposes in the Zimbabwean mining sector setting.     

Stability and change in work values: A meta-analysis of longitudinal studies

A meta-analysis of longitudinal studies was conducted to investigate stability and change in work values across the life span. Both rank-order stability and mean-level change were investigated using an integrative classification for intrinsic, extrinsic, social and status work values (Ross, Schwartz, & Surkis, 1999). Results of rank-order stability indicated that work values were stable individual differences (ρ = .62). The stability level was lowest during college years (18–22 years old) and highest after entering the workforce (22 years old and later). Work values were more stable than personality traits across all age categories, whereas not as stable as vocational interests during college years and adulthood. Baby Boomers were found to possess a higher level of rank-order stability as compared to Generation X. Mean-level results showed that during college years (18–22 years old), the population as a whole attached more importance to intrinsic values while deemphasizing all the remaining values; during the initial entry of the workforce (22–26 years old), only extrinsic values showed an increase in importance while all the other values decreased; later on after adulthood years (26 years and after), besides the continuous increase of extrinsic values, there was also a dramatic increase in status values. Theoretical and practical implications were discussed.