The Roles of Values,Behavior, and Value‐Behavior Fit in the Relation of Agency and Communion to Well‐Being

Four studies examined whether agency and communion values, behaviors, or an interaction between values and behaviors (value‐behavior fit) would predict well‐being. In addition, Study 2 examined whether agency and communion goals, behaviors, or goal‐behavior fit would predict well‐being. In all four studies, participants completed online questionnaires containing measures of agency and communion values, behaviors, and well‐being. In Studies 1 and 4, participants were recruited from the general population (respectively, N = 371, M_age = 37.49, and N = 133, M_age = 36.59). In Studies 2 and 3, participants were undergraduate students (respectively, N = 239, M_age = 20.8, and N = 242, M_age = 21.6). All four studies consistently found that agency and communion behaviors were significantly positively correlated with both subjective and psychological well‐being. There was no strong indication that either values were directly associated with well‐being. Neither was there any indication that well‐being was predicted by value‐behavior fit. The implications of these findings for theory and improving well‐being are discussed.     

Job resources and flow at work: Modelling the relationship via latent growth curve and mixture model methodology

The aim of the present three‐wave follow‐up study (n = 335) among employees of an employment agency was to investigate the association between job resources and work‐related flow utilizing both variable‐ and person‐oriented approaches. In addition, emotional exhaustion was studied as a moderator of the job resources–flow relationship, and as a predictor of the development of job resources and flow. The variable‐oriented approach, based on latent growth curve analyses, revealed that the levels of job resources and flow at work, as well as changes in these variables, were positively associated with each other. The person‐oriented inspection with the growth mixture modelling identified four trajectories based on the mean levels of job resources and flow and on the changes of these mean levels over time: (a) moderate work‐related resources (n = 166), (b) declining work‐related resources (n = 87), (c) high work‐related resources (n = 46), and (d) low work‐related resources (n = 36). Exhaustion was found to be an important predictor of job resources and flow, but it did not moderate their mutual association. Specifically, a low level of exhaustion was found to predict high levels of job resources and flow. Overall, these results suggest the importance of a person‐oriented view of motivational processes at work. In addition, in order to fully understand positive motivational processes it seems important to investigate the role of negative well‐being states as well.     

Group efficacy as a moderator on the associations between perceived discrimination,acculturation orientations,and psychological well‐being

We investigated whether associations between perceived discrimination (PD), acculturation orientations (desire for culture maintenance and desire for contact), and well‐being (psychological well‐being and life satisfaction) were moderated by group efficacy beliefs—the extent to which group members believe in their ability to achieve social change collectively. We recruited 163 Syrian refugees (M_age = 36.43, SD = 12.68; 88 females and 75 males) from a south‐eastern city in Turkey. PD was negatively associated with desire for culture maintenance and positively associated with desire for contact, indicating an assimilation trend as a response to PD. Both acculturation orientations in turn predicted well‐being positively. However, the ones with higher group efficacy did not experience the detrimental effects of PD on well‐being and indicated a stronger desire for contacting mainstream society. Further conditional indirect effects demonstrated that only among the ones with lower group efficacy, PD was related to lower psychological well‐being through reduced culture maintenance. Findings indicate the critical role of group efficacy beliefs in the understanding of disadvantaged group members' reactions to PD.     

Exploring Different Forms of Job (Dis)Satisfaction and Their Relationship with Well‐Being,Motivation and Performance

Job satisfaction is often treated as a one‐dimensional construct. In contrast, Bruggemann ( 1974 ) postulated six distinct forms of (dis)satisfaction: four types of satisfaction (progressive, stabilised, resigned, pseudo) and two types of dissatisfaction (constructive, fixated). Despite her theory's practical relevance, few researchers have explored its assumptions or applications. The current study aimed to characterise a German‐speaking employee sample (n = 892) according to Bruggemann's theory using mixture modelling. We investigated stability of the (dis)satisfaction forms over a five‐month period, as well as their relationship with well‐being, motivation and (self‐reported) performance. We found latent clusters corresponding to most Bruggemann types, though no distinction between progressive and stabilised satisfaction was possible. While cluster membership varied over time, some clusters (e.g. resigned satisfaction) were more stable than others (e.g. constructive dissatisfaction). Overall satisfaction level explained 25–51 per cent variance in well‐being and motivation, and 13–16 per cent variance in performance. Including forms of satisfaction improved cross‐sectional prediction by 2–6 per cent explained variance. Results suggest that unfavourable consequences of job dissatisfaction may be limited to fixated—not constructive—dissatisfaction, though no consistent longitudinal effects emerged. We argue that exploring qualitative differences in job satisfaction promotes a more nuanced and potentially useful understanding of the relationship between satisfaction and work outcomes.     

Perfectionistic Concerns,Social Negativity,and Subjective Well‐Being: A Test of the Social Disconnection Model

Partner‐specific perfectionistic concerns (PC) include concern over mistakes, self‐criticism, and socially prescribed perfectionism as it pertains to one's partner. The social disconnection model proposes that PC influences well‐being indirectly through interpersonal problems. Thus, we hypothesized that social negativity (expressed anger, hostility, and rejection) would mediate the relationship between dyadic PC and subjective well‐being. Data from 203 romantic dyads (92.1% heterosexual) were collected using self‐report surveys and a four‐wave, 4‐week longitudinal design. Participants were predominantly female (53.1%), young (M = 22.69 years), and Caucasian (82.3%). Data were analyzed using an actor‐partner interdependence model with multilevel structural equation modeling. There were significant actor effects at the between‐subjects and within‐subjects levels, and significant partner effects for the relationship between PC and social negativity at the within‐subject level. Social negativity mediated the relationships between PC and both negative affect and life satisfaction. However, positive affect was more weakly related to PC and social negativity. The social disconnection model was supported. PC was positively associated with one's own social negativity and evoked hostile behaviors from one's partner. Hostile, rejecting behaviors reduced the well‐being of the actor, but not the partner. Results suggest perfectionism may be best understood within an interpersonal context.     

Yes,But Are They Happy? Effects of Trait Self‐Control on Affective Well‐Being and Life Satisfaction

Does trait self‐control (TSC) predict affective well‐being and life satisfaction—positively, negatively, or not? We conducted three studies (Study 1: N = 414, 64% female, M_age = 35.0 years; Study 2: N = 208, 66% female, M_age = 25.24 years; Study 3: N = 234, 61% female, M_age = 34.53 years). The key predictor was TSC, with affective well‐being and life satisfaction ratings as key outcomes. Potential explanatory constructs including goal conflict, goal balancing, and emotional distress also were investigated. TSC is positively related to affective well‐being and life satisfaction, and managing goal conflict is a key as to why. All studies, moreover, showed that the effect of TSC on life satisfaction is at least partially mediated by affect. Study 1's correlational study established the effect. Study 2's experience sampling approach demonstrated that compared to those low in TSC, those high in TSC experience higher levels of momentary affect even as they experience desire, an effect partially mediated through experiencing lower conflict and emotional distress. Study 3 found evidence for the proposed mechanism—that TSC may boost well‐being by helping people avoid frequent conflict and balance vice‐virtue conflicts by favoring virtues. Self‐control positively contributes to happiness through avoiding and dealing with motivational conflict.     

Conflict,fear and social identity in Nagaland

This survey study tested the effects of exposure to ethnopolitical conflict and violence and social group identification on psychosocial well‐being among a sample of Nagas (n = 280). Nagaland is located in Northeast India, and for decades has suffered from armed conflict and political instability. It was predicted that reported exposure to conflict would be positively associated with reported levels of fear, which in turn would decrease psychosocial well‐being (assessed with the indices life satisfaction, self‐esteem and general health). It was also expected that strongly identifying with being Naga would be positively related to perceived levels of social support, which in turn were predicted to be positively related to well‐being. Last but not least, it was hypothesized that conflict and fear would also directly and negatively impact on levels of identification with being Naga: increased conflict‐induced fear was expected to reduce the strength of the group identification. These predictions were confirmed by structural equation modelling.     

Who Seeks Job Resources,and Who Avoids Job Demands? The Link Between Dark Personality Traits and Job Crafting

Although job crafting has been linked repeatedly to positive employee and organizational outcomes, its detrimental side has not been well explored. To understand the way dark personality traits affect the type of crafting in which employees engage, this research focuses on two frameworks: the PEN (psychopathy, extraversion, and neuroticism) framework and the Dark Triad (narcissism, psychopathy, and Machiavellianism). In Study 1, we collected data on the PEN traits and job crafting from 155 individuals in various occupations. We found that neuroticism was negatively related to seeking structural job resources, whereas psychoticism was negatively related to seeking social job resources. We also found that extraversion was positively related to seeking structural and social job resources and to seeking challenging job demands. In Study 2, we examined how the Dark Triad traits predicted job crafting among police officers (N = 135). The results showed that narcissism was positively related to seeking social job resources and challenges, whereas psychopathy was negatively related to seeking social resources. Age and narcissism were positive predictors of reducing job demands. We conclude that personality plays an important role when choosing how to craft one's job. We discuss the practical implications of these findings.     

The role of work–family role integration in a job demands–resources model among Chinese secondary school teachers

The current study examines an integrative demands–resources model of the work–family interface in a sample of 259 Chinese secondary school teachers. Participants completed questionnaires relating to job demands, job resources, work‐to‐family conflict, work‐to‐family enrichment, work–family role integration (WFRI) and burnout scale. Results show that: (i) job demands were strongly and positively associated with work‐to‐family conflict, which further led to an increase in burnout; job resources were strongly and positively associated with work‐to‐family enrichment, and consequently to a decrease in burnout. Job demands also had a significant direct impact on burnout; (ii) a newly proposed construct, WFRI, was found to partially mediate the relationship between job demands and work‐to‐family conflict, as well as between job resources and work‐to‐family enrichment. Theoretical and practical implications are discussed, and future research directions are provided.     

resilience and unemployment: exploring risk and protective influences for the outcome variables of depression and assertive job searching

This study examined adult resilience in the context of the adversity of unemployment. Seventy‐seven unemployed job seekers completed a self‐report survey containing the Resilience Scale (G. M. Wagnild & H. M. Young, 1993), Centre for Epidemiologic Studies–Depressed Mood Scale (L. S. Radloff, 1977), and the Assertive Job Hunting Survey (H. A. Becker, 1980). Product–term regression indicated that for those unemployed persons who had resilient qualities, less depression resulted even though they had been job searching for a long time (beta = ‐.359, p < .001). Length of time job searching was positively associated with depression (beta = .41, p < .01). When the outcome variable was job search assertiveness, only the main effect of resilience (beta = .492, p < .001) was significant, accounting for 25.8% of the variance. The inclusion of psychological interventions to foster resilience, along with standard job search training provided by job network services, is advocated.     

Acculturative Stress Among Cuban American College Students: Exploring the Mediating Pathways Between Acculturation and Psychosocial Functioning

We examined different dimensions of acculturative stress in mediating the association between acculturation and psychosocial functioning among 199 Cuban American college students (M age = 20.1 years) in Miami. Results showed that heritage‐cultural orientation was directly associated with self‐esteem. No other direct relations emerged. Spanish competency pressures and pressures against acculturation mediated the relationships between heritage‐cultural orientation and internalizing symptoms, whereas pressures to acculturate mediated the association between American cultural orientation and self‐esteem. These findings highlight the unique roles of different components of acculturative stress in the relationship of heritage and American cultural orientation to Cuban American adolescents' psychosocial well‐being. Implications regarding the multidimensionality of acculturation and of acculturative stress are discussed.     

A Closer Look at Life Goals Across Adulthood: Applying a Developmental Perspective to Content,Dynamics, and Outcomes of Goal Importance and Goal Attainability

It is well established that goals energize and direct behaviour across the lifespan. To better understand how goals are embedded in people's lives across adulthood, the present research examined life goals' content (health, personal growth, prosocial engagement, social relations, status, work), dynamics (interplay between goal importance and goal attainability), and outcomes (subjective well‐being) from a developmental perspective. We argue that people rate those goals as important and attainable that enable them to master developmental tasks, that they adapt their goals to personal capacities, and that goals predict subjective well‐being after 2 and 4 years. The sample included 973 individuals (18–92 years old, M = 43.00 years) of whom 637 participated 2 years later and 573 participated 4 years later. Goal importance and well‐being were assessed at all occasions and goal attainability at the first two occasions. Results indicated that age was negatively associated with importance and attainability of personal‐growth, status, and work goals but positively associated with importance and attainability of prosocial‐engagement goals. The association between goal importance and attainability was largely bidirectional over time; and goal attainability, rather than goal importance, was positively linked to later well‐being. Implications of these findings are discussed in light of adult lifespan development. © 2019 European Association of Personality Psychology     

Linking exercise and causality orientations to change in well‐being among older adults: does change in motivational variables play a role?

A self‐determination theory process model of change in well‐being was tested among older adults in a 16‐week randomized exercise‐trial (n = 118, M = 74.3 years, SD = 4.6, 68% females). The exercise intervention increased participants' autonomous motivation and perceived competence over the first 7 weeks. Moreover, autonomous orientation gave rise to perceived competence, while impersonal orientation was related to increased controlled motivation. Changes in motivational variables were positively related to changes in vitality over the trial, while change in controlled motivation was negatively related to changes in vitality and subjective well‐being. Bootstrapping analyses supported an indirect exercise–vitality path through autonomous motivation and perceived competence, and an indirect autonomous orientation–vitality path through perceived competence.     

What Is Engagement? Proactivity as the Missing Link in the HEXACO Model of Personality

We tested the hypothesis that proactivity represents the engagement vector in the HEXACO model of personality. Questionnaire data were obtained in five studies, three of which consisted (mostly) of students: Study 1 (N = 188, M_age = 20.0, 89.4% women), Study 3 (N = 315, M_age = 20.4, 80.6% women), and Study 4 (N = 309 self‐ratings, M_age = 20.0, 78.3% women; N = 307 other‐ratings, M_age = 24.5, 62.2% women). Participants in the other two studies came from an ISO‐certified representative community panel: Study 2 (N = 525, M_age = 51.2, 52.0% women) and Study 5 (N = 736, M_age = 42.2, 48.0% women). Proactive Personality and Proactivity were positively related to Extraversion, Conscientiousness, and Openness to Experience, but only weakly related or unrelated to Honesty‐Humility, Emotionality, and Agreeableness, supporting the alignment of Proactive Personality/Proactivity with the hypothesized HEXACO engagement vector. Additionally, Proactivity explained incremental variance in self‐rated job performance on top of the HEXACO facets that were most closely associated with Proactive Personality/Proactivity, that is, Social Boldness (an Extraversion facet), Diligence (a Conscientiousness facet), and Creativity (an Openness to Experience facet), but not in entrepreneurship and intrapreneurship. Proactivity is the missing engagement link in the HEXACO model of personality. The results are discussed in light of higher‐order factors (e.g., general factor of personality and Alpha and Beta) of personality and bandwidth‐fidelity controversies.     

A person‐centred approach to investigate the development trajectories of job‐related affective well‐being: A 10‐year follow‐up study

The primary aim of this three‐wave 10‐year follow‐up study was to investigate the intra‐individual change trajectories of job‐related affective well‐being among Finnish managers (n= 402). Job‐related affective well‐being as indicated by anxiety, depression, comfort, and enthusiasm was measured in 1996, 1999, and 2006. The characteristics of the trajectories were sought from experienced career disruptions (i.e., periods of unemployment or lay‐offs) and perceived job insecurity. The growth mixture modelling (GMM) revealed altogether three latent trajectories that differed from each other in their mean levels and regard to changes in job‐related affective well‐being over time: (1) high and improving well‐being (n= 347), (2) decreased well‐being (n= 32), and (3) low and improving well‐being (n= 23). The associations between job‐related affective well‐being trajectories and career disruptions depended upon the timing of the career disruptions. In addition, perceived job insecurity is associated with concurrently decreased occupational well‐being. Overall, the results highlighted both typical and untypical development trajectories of job‐related affective well‐being and related career characteristics.     

Empowering public service workers to face bystander conflict: Enhancing resources through a training intervention

Public service employees work in occupations that are accompanied with high psychosocial risks. Police, firefighters, and paramedics are increasingly being confronted with argumentative, conflicting bystanders that frustrate them in executing their task. We developed a resource‐enhancement intervention and tested its usefulness for securing employees’ effective functioning and well‐being in bystander conflict. In a simulation‐based pre‐test post‐test control group design, paramedics in the intervention condition received training about how to increase their resources in terms of conflict management efficacy, perspective taking, task support, and emotional support. For those in the control condition, no such training was provided. Comparing pre‐ and post‐test measures (n = 81) of the participants in the intervention and control groups, we found evidence that the intervention successfully increased employees’ resources over time. Moreover, we found considerable support for a positive link between these resources and employees’ affective well‐being and job dedication. Thus, our study suggests that a resource‐enhancing intervention can serve as an important means to protect public service employees against the deleterious effects of bystander conflict.

Practitioner points

• A resource‐enhancing intervention can protect public service employees against the deleterious effects of bystander conflict.
• Resources related to dealing with a hindering bystander, as well as resources facilitating the continuation of the primary task, are positively associated with employees’ affective well‐being, job dedication, and job performance.

     

Chronic job stressors and job control: Effects on event‐related coping success and well‐being

The present study investigates how chronic work characteristics relate to situational work characteristics, and their effect on outcomes such as well‐being, problem solving, and calming down. It also examines how the relationship between situational work characteristics and coping strategies affect these outcomes. Based on an event‐sampling approach, 23 employees of a counselling agency reported 120 stressful events over 7 days, yielding 92 work‐related and 28 private events. Multi‐level analyses revealed that with regard to chronic conditions, job control was positively associated with successful calming down and problem solving in stressful situations, whereas job stressors were negatively related to immediate well‐being. Chronic stressors and job control can be seen as ‘background’ variables that influence the response to stressful events. For situational factors, stressfulness was negatively associated and controllability was positively associated with immediate well‐being and problem solving. In addition, problem‐focused coping predicted positively situation‐related success in calming down and problem solving. An effect on well‐being was found when situational controllability was high, confirming the active coping rule of Perrez and Reicherts (1992) . Palliative coping was positively related to successful calming down.     

Young Children's Help‐Seeking as Active Information Gathering

Young children's social learning is a topic of great interest. Here, we examined preschoolers’ (M = 52.44 months, SD = 9.7 months) help‐seeking as a social information gathering activity that may optimize and support children's opportunities for learning. In a toy assembly task, we assessed each child's competency at assembling toys and the difficulty of each step of the task. We hypothesized that children's help‐seeking would be a function of both initial competency and task difficulty. The results confirmed this prediction; all children were more likely to seek assistance on difficult steps and less competent children sought assistance more often. Moreover, the magnitude of the help‐seeking requests (from asking for verbal confirmation to asking the adult to take over the task) similarly related to both competency and difficulty. The results provide support for viewing children's help‐seeking as an information gathering activity, indicating that preschoolers flexibly adjust the level and amount of assistance to optimize their opportunities for learning.     

The Benefits of Benevolence: Basic Psychological Needs,Beneficence, and the Enhancement of Well‐Being

Pro‐social behaviors have been associated with enhanced well‐being, but what psychological mechanisms explain this connection? Some theories suggest that beneficence—the sense of being able to give—inherently improves well‐being, whereas evidence from self‐determination theory (Weinstein & Ryan, 2010) shows that increases in well‐being are mediated by satisfaction of innate psychological needs for autonomy, competence, and relatedness. Here we simultaneously assess these two explanations. Study 1 (N = 335) used a cross‐sectional survey with an Internet sample to develop a measure to assess beneficence satisfaction. The next two cross‐sectional Internet‐sample studies tested mediators between pro‐social behavior and general well‐being (Study 2, N = 332) and situational peak moment well‐being (Study 3, N = 180). A fourth study (N = 85) used a diary method with university students to assess daily fluctuations in well‐being associated with needs and beneficence. It was shown across all studies that both the three psychological needs and beneficence satisfaction mediate the relations between pro‐social actions and well‐being, with all four factors emerging as independent predictors. Together, these studies underscore the role of autonomy, competence, and relatedness in explaining the well‐being benefits of benevolence, and they also point to the independent role of beneficence as a source of human wellness.     

The importance of autonomy support and the mediating role of work motivation for well‐being: Testing self‐determination theory in a Chinese work organisation

We examine relations between perceived organisational autonomy support and different types of work motivation and well‐being outcomes in 266 teachers from two government schools in China. We hypothesised that greater autonomy support would be associated with more autonomous forms of employee motivation, and that teacher motivation would in turn mediate the effects of autonomy support on indicators of work well‐being (i.e., job satisfaction, work stress and physical ill symptoms). Results generally supported the hypothesised relations between perceived autonomy support and SDT's five types of motivations. Findings also showed that perceived autonomy support predicted job satisfaction directly and indirectly through the mediating roles of intrinsic motivation, identified regulation, introjected regulation and external regulation. Perceived autonomy support predicted work stress directly and indirectly through the mediating roles of external regulation and amotivation. Autonomy support also predicted illness symptoms via the mediating roles of intrinsic motivation, introjected regulation and amotivation. The current findings highlight how perceived organisational support for autonomy relates to motivational differences in a Chinese work context, and the potential relevance of autonomy support for employee well‐being.