Evaluating Sources of Ego-Threatening Feedback: Self-Esteem and Narcissism Effects

High self-esteem individuals in previous studies have tended to deny the credibility of negative evaluators. The present research examined possible explanations for this finding and compared the effects of self-esteem and narcissism on evaluations of negative feedback sources. Following bogus negative feedback, self-esteem predicted negative evaluations of a nonperson feedback source and positive affect, as expected from consistency theory; narcissism predicted negative evaluations of a person feedback source and hostile affect, as expected from threat-derogation and narcissism theory. Results indicate the importance of distinguishing between healthy and defensive self-esteem in understanding responses to negative feedback.     

Higher-order Traits and Happiness in the Workplace: The Importance of Occupational Project Scale for the Evaluation of Characteristic Adaptations

This study attempts to explain the relationship between job satisfaction and the Big Two, Stability and Plasticity, which are the higher-order traits of Big Five. Occupational Project, a narrative construct, was considered a mediator variable in this relationship. Occupational Project consists of affective and cognitive evaluations of an individual's work life as a project in terms of the completed (past), the ongoing (present) and the prospective (future) parts. The survey method was applied to a sample of 253 participants. The results supported the proposed model, in which Occupational Project mediated the relationship between the Big Two and both job satisfaction and affect in workplace. Discussion is focused on applying Occupational Project as a practical tool for management. Consideration of an employee's Occupational Project could provide management with a means to question, understand, intervene with and redefine the narrative quality of his/her occupational project that influences job satisfaction.     

Effects of Cultural Orientation,Self-Esteem,and Collective Self-Esteem on Well-Being

This study examined a model of independent and interdependent self-construal, individual and collective self-esteem, and subjective well-being in a sample of college students from the mainland USA, Hawaii, and Japan. Specifically, the mediation role of individual as well as collective self-esteem in the effects of independent and interdependent self-construal on subjective well-being was explored. Results indicated that the hypothesized model fit well. The study found the direct effects of independent self-construal on subjective well-being in all three cultural groups. Collective self-esteem was a significant mediator of the effects of both independent and interdependent self-construal on subjective well-being only in the mainland USA. The negative effect of interdependent self-construal on collective self-esteem was observed only in the mainland USA. Better understanding of both universal and culture-specific aspects of collective self-esteem in promoting subjective well-being seems essential for further theoretical development as well as effective prevention/intervention efforts across three cultural groups.     

The Effects of Weight and Achievement Messages on the Self-Esteem of Women

We examined whether priming achievement causes lower self-esteem and more negative mood in women who believe they are overweight and 0whether it does so by increasing women's dissatisfaction with their bodies or with their performance. Thirty-five self-perceived overweight women and 43 self-perceived normal weight women participated in the experiment. Half of the women read a message stressing the importance of achievement pursuits, and the other half read a message stressing the importance of nonachievement pursuits. All women then completed a measure of global self-esteem, read a message about the negative effects of being overweight, and completed several dependent measures. Controlling for initial self-esteem, overweight women who read the achievement prime had lower mood and global self-esteem and lower performance self-esteem but not lower appearance self-esteem or greater body dissatisfaction when compared to the overweight women who read the nonachievement prime and the normal weight women regardless of prime type.     

Assessing Individual Differences: Effects of Responding to Prior Questionnaires on the Substantive and Psychometric Properties of Self-Esteem and Depression Assessments

It has become a common practice among psychological researchers to administer batteries of individual difference assessments to research participants, although little is known about whether the substantive and psychometric integrity of the questionnaires are maintained when they are administered after the subject has completed other instruments. The studies presented here consider these issues in relation to the assessment of self-esteem and depression. In the first study, college students responsed to a self-esteem inventory (a) by itself (control group), (b) after one prior questionnaire, (c) after three prior questionnaires, or (d) after five prior questionnaires. Results indicated that filling out one or more questionnaires before an assessment of self-esteem resulted in repots of lower self-esteem relative to the control condition. Additional analyses revealed that filling out three or five prior questionnaires created lower reliabilities of subscale scores and lower estimates of concurrent validity between self-esteem and depression. When the effect of prior questionnaires on the General Self-Esteem subscale was examined, the aforementioned results were replicated, and the prior questionnaire treatment created heterogeneous variances across the experimental groups. The second study was designed as a replication of the first study, using an assessment of depression as the target questionnaire. These results revealed that reports of depressive symptomatology increased as the number of prior questionnaires increased. Again, the prior or questionnaire treatment created heterogeneity of variance between the groups, but did not adversely affect its internal consistency.     

Embedding Employees Early On: The Importance of Workplace Respect

This study examines workplace respect as an important condition that promotes increases in perceived organizational embeddedness (POE). I especially focus on young, educated employees’ perceptions of organizational embeddedness, as these employees strongly desire being respected and valued. Guided by social exchange theory, I propose that increases in perceived respect promote increases in gratitude toward the organization, which in turn promote increases in POE over time. Increases in POE are in turn related to lower turnover. Data collected from a young, college‐graduate sample (average age = 25) at five points over an 18‐month period demonstrated that (a) within‐person increases in perceived respect were associated with within‐person increases in gratitude over 12 months, (b) within‐person increases in gratitude were associated with within‐person increases in POE over 12 months, and (c) employees who reported greater increases in POE over 12 months were less likely to leave their organizations 6 months afterward. In summary, this study illustrates that even workers in the early stages of their careers can feel increasingly embedded in their organizations when they feel increasingly respected by their colleagues.     

The Role of Occupational Characteristics and Occupational Imbalance in Explaining Well-being

One of the key factors for promoting well-being lies in balancing one’s daily life occupations and the nature of these occupations. Occupation refers to a group of everyday life goal-directed activities which may be associated to any life domain, not necessarily work, such as leisure, education, or self-care. Yet it is not clear what constitutes occupational imbalance, and its association to other factors has not been examined systematically. This study proposed and tested a theoretical model for specifying the structural relationships between occupational imbalance, occupational characteristics, personality and well-being. 288 working adults completed the following questionnaires: Inter-goal Relations Questionnaire (occupational imbalance), Personal Projects Analysis (occupational characteristics), the Big Five Inventory (personality traits) and the Satisfaction with Life Scale (well-being). Twenty-five models were tested using structural equation modeling. All the models fit the data well. Occupational characteristics, with the exception of stress, served as significant mediators between personality and well-being, yet occupational imbalance did not play a significant role across all models. Our findings provide substantial support for the importance of occupation to well-being, however occupational imbalance is still an elusive concept that requires further investigation theoretically and empirically.     

Collective and Individual Self-Esteem Mediate the Effect of Self-Construals on Subjective Well-Being of Undergraduate Students in China

Human psychology and behavior are influenced by culture. Self-construals reflect the individualism-collectivism dimension at the level of individual personality. The current study aimed to explore how self-construals affect subjective well-being (SWB) in China, which has a collectivist culture. Chinese undergraduates (N?=?442) participated in this study. They responded to the self-construal scale, Rosenberg self-esteem scale, collective self-esteem scale and measures of SWB. The results suggested that the type of self-construal significantly predicted SWB. Moreover, an individual’s self-esteem completely mediated the impact of independent self-construal on SWB, whereas interdependent self-construal influenced SWB directly, as well as indirectly though collective self-esteem. In addition, collective self-esteem promoted individual self-esteem, which in turn further stimulated SWB. These findings extend prior reports and shed light on how individual differences in self-construal affect SWB.     

中小学教师的职业压力源研究

以北京市5255名中小学教师为被试,研究考察了中小学教师职业压力源的表现特点。结果发现:(1)中小学教师职业压力源的五个因素,即工作负荷、学生学业、社会及学校评价、专业发展及学生问题所带来的压力,能够较好地解释教师职业压力源问卷的结构效度。(2)随着教龄的增加,教师面临的各种压力表现出增加的趋势,11～15年教龄段的教师感知到最大的压力,之后逐渐减少。(3)小学教师感受到的各项压力明显高于中学教师。学生问题如安全、行为问题是小学教师主要的压力源,而中学教师的压力更多来源于学生学业,特别是考试压力。     

The Mediating Role of Contingent Self-Esteem in the Association Between Self-Objectification and Self-Esteem

Objectification theory provides an explanatory conceptual framework for describing women’s lived experiences. By using a social psychological approach, the present study focuses on the mediating role of contingent self-esteem within the objectification framework. Participants were 178 female college-students who took part in a paper-and-pencil survey. We explored the possibility that contingent self-esteem can mediate the relationship between body surveillance and body shame with self-sexualizing behavior and self-esteem. Based on the results, we suggest that self-objectification brings about contingent self-esteem. This mental state can explain changes in self-esteem in turn. We propose that contingent self-esteem can play an essential role in the context of objectification theory.     

Workplace Sexual Harassment Perceptions in the Turkish Context and the Role of Individual Differences

The major purpose of this study was to examine perceptions of workplace sexual harassment in the Turkish context. In Study 1, 53 working women were interviewed to identify culture‐relevant behaviors that are considered to be sexual harassment. In Study 2, the factor structure of perceptions was explored. In addition, the way in which these perceptions are related to personal variables (i.e. gender role attitudes, self‐esteem, and negative affectivity) was investigated. Participants were 353 women currently employed at various organisations. Five factors were identified: sexist hostility, insinuation of interest, sexual hostility, physical sexual offense, and sexual bribery and coercion. Each factor was regressed on the personal variables. After controlling for relevant demographic and organisational variables, gender role attitudes, self‐esteem, and negative affectivity predicted sexual harassment perceptions. Specifically, negative affectivity predicted milder forms of harassment, attitudes predicted factors that are considered more severe, and self‐esteem predicted all factors but sexist hostility. The extent to which sexual harassment manifestations are universal and how certain manifestations that appeared in the Turkish context broaden the scope of sexual harassment are discussed by referring to the US literature. L’objectif central de cette recherche était l’étude de la perception du harcèlement sexuel au travail en Turquie. Dans une première phase, on a interviewé 53 salariées pour déterminer les comportements relevant du harcèlement sexuel dans ce contexte culturel. Dans une deuxième phase, on a recherché la structure factorielle des perceptions. On a aussi étudié les liens de ces perceptions avec des variables personnelles (Attitudes en rapport avec le rôle découlant du genre, estime de soi et affectivité négative). Les sujets étaient 353 femmes employées dans diverses organisations. Cinq facteurs sont apparus : hostilité sexiste, attirance sous‐entendue, hostilité sexuelle, agression sexuelle physique, coercition et corruption sexuelles. Chaque facteur a subi une analyse de régression sur les variables personnelles. En contrôlant de façon appropriée les variables démographiques et organisationnelles, les attitudes en rapport avec le rôle découlant du genre, l’estime de soi et l’affectivité négative prédisent la perception du harcèlement sexuel. En particulier, l’affectivité négative prédit les formes légères de harcèlement, les attitudes prédisent les facteurs considérés comme plus graves et l’estime de soi prédit tous les facteurs sauf l’hostilité sexiste. On discute à partir de la littérature américaine de l’universalité du harcèlement sexuel et du fait que certaines manifestations propres à la Turquie élargissent le champ de ce harcèlement.     

个体情绪智力与工作场所绩效关系的元分析

运用元分析方法对个体情绪智力与工作场所绩效的关系问题进行了探讨。来源于75项研究的87个独立样本满足了元分析的标准(N=12882)。元分析结果发现, 整体上个体情绪智力与工作场所绩效有中等程度的相关(r=0.28); 情绪智力测量工具、绩效衡量标准、实证数据特点和文化差异等会调节影响它们之间的关系; 在多种调节效应中, 中国文化背景下它们之间的关系最强(r=0.37)。结果表明, 情绪智力能有效地预测工作绩效; 情绪智力与工作绩效的关系强度受不同因素影响会发生小幅变化; 文化差异对它们之间关系的影响最为明显。此结果提供了情绪智力预测工作绩效的精确估计, 并能为未来情绪智力研究指引方向。     

Effects of Organizational Level and Gender on Stress in the Workplace

Occupational stress adversely affects productivity, absenteeism, and job turnover, and contributes to health-related problems. The effects of organizational level and gender on the specific sources of occupational stress assessed by the Job Stress Survey (JSS) were evaluated for a heterogeneous sample of 1,791 working adults (860 males, 931 females) employed in 2 industrial companies and a large state university. Significant main or interactive effects of organizational level and/or gender were found for the JSS Item Index, Severity and/or Frequency scores of 29 of the 30 JSS items. Organizational level effects were both more numerous and larger in magnitude than gender effects. Employees at higher organizational levels reported that they experienced stress more often while making critical decisions and dealing with crisis situations than did workers at lower levels, for whom inadequate salary and lack of opportunity for advancement were more stressful. For males, work stress was more strongly related to concerns about their role in the power structure of an organization, whereas female employees reported experiencing more severe stress when there was a conflict between job requirements and family relationships.     

Predictors of General Self-Efficacy and Self-Esteem in Occupational Therapy Students: A Cross-Sectional Study

A national survey reported college students showed higher risk of mental health problems than the general population. Using self-efficacy and self-esteem as indicators of mental health, this study explores sociodemographic, relational, educational, and work factors associated with these outcomes. A sample of 148 occupational therapy students in Norway participated, and data were analyzed with multiple linear regression. Factors associated with positive self-efficacy and self-esteem were higher general satisfaction with the education program, amount of time spent on self-study, and being male. Implications are attention toward female students' self-perceptions, improving the learning environment, and encouraging students to do more self-study.     

自尊对自我确认倾向的影响：来自认知判断的证据

通过改编后的“整体自尊问卷”和“交谈自尊问卷”筛选出整体自尊和交谈自尊高低不同的四组被试,采用认知判断指标测量被试的自我确认倾向,通过模拟现实人际互动情境,在评价人对被试的交谈表现提供不同评价(肯定或否定)及表达不同交友态度(接受或排斥)的条件下,考察了整体自尊与特殊自尊对人际互动过程中自我确认倾向的影响。研究结果表明,与一致性需求的满足有关的特殊自尊调节着自我确认倾向,而与社交需求的满足有关的整体自尊对自我确认倾向的影响在整体上不具普遍性。     

The Effects of Moral Emotional Traits on Workplace Bullying Perpetration

This study investigates the role of “moral” emotional traits—guilt proneness, shame proneness, empathic concern, and perspective taking—as predictors of workplace bullying perpetration. We also test and find support for a model derived from moral emotions literature and the sociometer theory of self-esteem in which the tendency to take reparative action following interpersonal transgressions mediates the buffering effect of guilt proneness on bullying. Data were obtained from working MBA students and advanced undergraduates during 2 survey sessions, 4 to 6 weeks apart. Findings indicate that moral emotional traits may be useful to consider in personnel selection as a means to reduce workplace bullying.     

Unconscious Unease and Self-Handicapping: Behavioral Consequences of Individual Differences in Implicit and Explicit Self-Esteem

In contrast to measures of explicit self-esteem, which assess introspectively accessible self-evaluations, measures of implicit self-esteem assess the valence of unconscious, introspectively inaccessible associations to the self. This experiment is the first to document a relationship between individual differences in implicit self-esteem and social behavior. Participants completed either a self-relevant or a self-irrelevant interview, and were then rated bythe interviewer on their anxiety. When the interview was self-relevant, apparent anxiety was greater for participants low in implicit self-esteem than for participants high in self-esteem; implicit self-esteem did not predict anxiety when the interview was self-irrelevant. Explicit self-esteem did not predict apparent anxiety in either interview, but did predict participants' explicit self-judgments of anxiety. Self-handicapping about interview performance was greater for participants low in both explicit and implicit self-esteem than for those high in these measures. The experiment provides direct evidence that effects of implicit and explicit self-esteem may be dissociated.