Cultural Shaping of Self,Emotion, and Well‐Being: How Does It Work?

In this paper, we review the existent literature to propose that (i) different cultures have distinct views of self, which are instrumental in organizing daily routines, practices, and public meanings, (ii) the resulting behavioral environment shapes personal motivational propensities, (iii) the behavioral environment also carries information about normative expectations about what it is to be a 'good' person, and, as a consequence, (iv) culture has substantive influences on emotion, well-being, and health. In making this proposal, we highlight the distinction between personal motivational propensities and the society's normative expectations. The consequences of the cultural views of self on personal motivational propensities and those on the society's normative expectations may typically be concordant and, yet, the concordance can be disrupted especially at times of rapid social change. Directions for future research on culture, emotion, and well-being are discussed.     

Why are Extraverts more Satisfied? Personality,Social Experiences,and Subjective Well‐being in College

It is widely appreciated that extraversion is associated with greater subjective well‐being. What is not yet clear is what mechanisms relate the two. In two longitudinal studies, we explored whether extraversion is prospectively associated with higher levels of satisfaction during college through influencing college social experiences using longitudinal cross‐lagged mediation models. In both studies, students' extraversion at the beginning of college predicted their subjective well‐being 4 years later. In both studies, extraversion at the beginning of college predicted a variety of self‐reported and peer‐reported social experiences (e.g. feelings of belonging and size of social network). We tested whether qualitative or quantitative aspects of social experiences explained the association between extraversion and subjective well‐being. In the first study, neither type of social experience explained the effect of extraversion on satisfaction. Only qualitative social experiences in the second study were instrumental in explaining this effect. The results suggest that extraversion's ability to create better social experiences can play a role in extraverts' greater subjective well‐being, but these experiences are not the only reason extraverts are happier and more satisfied. Copyright © 2017 European Association of Personality Psychology     

A Longitudinal Investigation of Person–Organization Fit,Person–Job Fit,and Contextual Performance: The Mediating Role of Psychological Ownership

In this study we present new insights into the relationships surrounding employees’ feelings of psychological ownership (PO) at work and the resulting effects on contextual performance. Characterized by a feeling of possession, PO has been theorized to have positive influences on the attitudes and behaviors of employees. To explore PO’s effects, we conducted a three-stage questionnaire survey of employees and their supervisors at a multinational pharmaceutical company in Taiwan. To help attenuate the errors associated with common method variance that trouble most studies using simultaneous data, a longitudinal approach was taken to investigate the relationships between person–organization fit, person–job fit, and PO. During the first stage of data collection, 330 questionnaires were sent to employees, and 168 (51%) valid questionnaires were returned. During the second stage, questionnaires were sent to the 168 employees who had responded to the first-stage survey. There were 134 (80%) valid questionnaires returned. Finally, during the third stage, questionnaires were sent to the supervisors of all 134 employees who had responded to the second-stage survey. There were 88 (66%) valid questionnaires returned. Findings reveal that person–job fit was significantly related to PO, and PO was significantly related to contextual performance. However, contrary to predictions, person–organization fit was positively, but not significantly, related to PO. We conclude by discussing the implications of these findings for both academics and practitioners and make suggestions for future research.     

Job Search and Sex Segregation: Does Sex of Social Contact Matter?

In this study, we investigate how the sex of the social contact women use to find jobs affects the segregation of women into jobs in female-dominated occupations. Using women in the Metropolitan Employer-Worker Survey (MEWS), we test two competing hypotheses from the literature. One body of literature argues that women who use men as social contacts in job search have a higher probability of finding a non-female-dominated job; another body of literature argues that sex of social contact has no effect on the probability of finding a non-female-dominated job. There are 1131 working women in the MEWS; 73% are white, 20% African American, and 2% other races. Our analysis shows that women are significantly less likely to find jobs in female-dominated occupations when their social contact is a man rather than a woman and this holds true regardless of the strength of the tie to the social contact or whether or not the social contact is work-related. We discuss the implications of these findings for theory and research on sex segregation.     

Workaholism,Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well‐being?

The present study investigated in a sample of 587 telecom managers whether workaholism, burnout, and work engagement—the supposed antipode of burnout—can be distinguished empirically. These three concepts were measured with existing, validated multi‐dimensional questionnaires. Structural equation modeling revealed that a slightly modified version of the hypothesised model that assumed three distinct yet correlated constructs—burnout, engagement, and workaholism—fitted the data best. Multiple regression analyses revealed that these three concepts retained unique hypothesised patterns of relationships with variables from five clusters representing (1) long working hours, (2) job characteristics, (3) work outcomes, (4) quality of social relationships, and (5) perceived health, respectively. In sum, our analyses provided converging evidence that workaholism, burnout, and engagement are three different kinds of employee well‐being rather than three of a kind. La présente étude examine auprès d’un échantillon de 587 cadres des télécommunications la question de savoir si l’addiction au travail, le burnout et l’engagement au travail—supposé l’inverse du burnout—peuvent être distingués empiriquement. Ces trois concepts sont mesurés à partir de questionnaires multi‐dimensionnels existants et validés. La modélisation d’équation structurale indique qu’une version légèrement modifiée du modèle testé selon lequel le burnout, l’engagement au travail et l’addiction au travail sont trois formes distinctes bien que corrélées du bien‐être, rend mieux compte des résultats. Des analyses de régression multiples montrent que ces trois concepts renvoient à des modèles de relations supposés uniques entre les variables des cinq groupes suivants: 1) le nombre d’heures travaillées, 2) les caractéristiques du travail, 3) les résultats du travail, 4) la qualité des relations sociales et 5) la santé perçue. En conclusion, les analyses montrent de façon convergente que l’addiction au travail, le burnout et l’engagement au travail sont trois formes différentes de bien‐être des employés plutôt que trois facettes du bien‐être.     

Risk‐Taking Tendencies in Prisoners and Nonprisoners: Does Gender Matter?

Several investigations have found that prisoners are more likely than nonprisoners to engage in risky behavior, which may contribute to their propensity to commit criminal offenses. However, this research has been limited by an almost exclusive focus on male samples. Given the established link between risk taking and gender, it is thus unclear how findings on the risk‐taking propensities of prisoners also hold in women. The present study uses both a self‐report questionnaire (Domain‐Specific Risk Taking scale, DOSPERT) and a behavioral task (Balloon Analogue Risk Task, BART) to investigate risk‐taking tendencies in a Chinese prisoner group and a nonprisoner control group with balanced gender proportions. Across both genders, prisoners both indicated a higher risk‐taking tendency on the DOSPERT and showed more risk‐taking behavior on the BART than did nonprisoners. Importantly, the differences were considerably more pronounced in women than in men. Relative to nonprisoners, gender differences in risk taking were substantially smaller, or even reversed, in prisoners. Computational modeling of respondents' behavior in the BART revealed that the prisoners had higher reward sensitivity and lower response consistency than the nonprisoners; these differences were again more pronounced among women. Our results suggest that previous studies based primarily on male prisoners may have underestimated differences in risk taking between prisoners and nonprisoners, and that female prisoners may represent an even more extreme subpopulation than male prisoners. Copyright © 2015 John Wiley & Sons, Ltd.     

Personal Values and Well-Being among Europeans,Spanish Natives and Immigrants to Spain: Does the Culture Matter?

The aim of this study was to analyze the relationship between personal values and well-being. Two correlational studies are presented with the following random samples: (1) four native samples: two samples from the 2006 European Social Survey (Europe n1 = 28,375, Spain n2 = 1,321) and two Basque samples (n3 = 1,770; n4 = 820); and (2) a sample of immigrants in the Basque Country (quasirandom) (n5 = 1,171). Age range of respondents was 18–60 years. The instruments used were for measuring: (1) personal values (Schwartz’s PVQ-40 or PVQ-21), and (2) well-being (Bradburn’s PNA, Goldberg’s GHQ, and life satisfaction and perceived control items from the World Value Survey). Partial correlation analysis was applied, with PVQ scale response bias controlled. The data supported a positive association of hedonic and psychological well-being with openness to experience and individualist values, and a negative association with power and conservation or collectivist values. Satisfaction with life partially mediated the relationship between personal values and affect. The results support a universal association of healthy values with well-being.     

Can Thrift Bring Well‐being? A Review of the Research and a Tentative Theory

Contemporary forms of consumer capitalism encourage people to prioritize materialistic values, an orientation associated with lower personal well‐being. Such materialistic values stand in contrast to the economic attitude of thrift, which encourages saving, self‐sufficiency, reuse of goods, and avoiding debt. This article reviews the existing empirical literature on thrift and well‐being, finding it to be very contradictory, with studies showing positive, negative, and null associations between various operationalizations of well‐being and of thrift. A need‐based theory is presented to explain these inconsistent findings. The theory suggests that thrifty attitudes, behaviors, and lifestyles sometimes can work to satisfy psychological needs for safety/security, competence, relatedness, and autonomy (and thus promote well‐being) but sometimes interfere with satisfaction of these needs (and thus diminish well‐being). Empirical and anecdotal evidence is reviewed in support of this theory, and future directions for testing and refining it are proposed.     

Does Conscientiousness Explain the Relationship Between Integrity and Job Performance?

There is a meta-analytic evidence that scores on integrity tests are related to measures of overall job performance, but it is not clear why this relationship exists. One hypothesis that would account for this correlation is that both integrity and performance measures are related to the personality trait conscientiousness, and that statistically controlling for conscientiousness would substantially reduce the integrity-performance correlation. To test this hypothesis, we used the results of three meta-analyses to estimate the components needed to calculate the partial correlation between integrity and performance, controlling for conscientiousness. Partialling had little effect; the best estimate of the corrected zero-order and partial correlations between integrity and performance were 0.34 and 0.28, respectively. Sensitivity analyses suggest that imprecision in the estimates of the various components of this partial correlation cannot reasonably explain the small effects of partialling.     

Examining Job Crafting from an Interpersonal Perspective: Is Employee Job Crafting Related to the Well‐Being of Colleagues?

Individuals engage in job crafting to create a better fit between their job and their preferences, skills, and abilities. However, the individual focus may overlook the impact of job crafting on the job context or well‐being of colleagues. Therefore, an important question that is addressed in this study is whether the crafting of one person is related to the job characteristics and well‐being of a colleague. This study explores the potential negative effects of a seemingly positive strategy for the individual on a colleague. Namely, we predict that when employees decrease their hindering job demands, their colleagues will be more likely to report a higher workload and more conflict. In turn, we hypothesise that colleague reports of workload and conflict are related to colleague burnout. Data were collected among 103 dyads and analyzed with the Actor–Partner Interdependence Model. The results largely supported the hypothesised relationships: Decreasing hindering job demands was positively related to colleague workload and conflict, which, in turn, related positively to colleague burnout. These findings suggest that proactively decreasing hindering job demands not only relates to personal job experiences, but also to colleague job characteristics and well‐being.     

Religion and Public Opinion Toward Same‐Sex Relations,Marriage, and Adoption: Does the Type of Practice Matter?

This study examines how religion's impact on Americans’ attitudes toward same‐sex practices varies by the type of practice being considered. We theorize that same‐sex romantic and family practices such as sexual relations, marriage, and adoption represent distinct practice types, differing in degrees of legality, cultural legitimacy, and in their internal power dynamics. Consequently, we expect that Americans view each practice type somewhat differently and their opinions on each may be influenced by religion in distinctive ways. Drawing upon national‐level data, we estimate and compare the relative net effects of a comprehensive battery of religious measures on support for gay sex, marriage, and adoption, both for the full sample and across religious traditions. Analyses demonstrate that public opinion toward gay sexual relations is more strongly related to religious practice and theological conservatism compared to attitudes regarding same‐sex marriage or adoption. Moreover, frequent religious practice and conservative theological beliefs about the Bible tend to be more strongly associated with attitudes toward same‐sex relationships for evangelicals, compared to mainline Protestants and, to a lesser extent, Catholics. Findings ultimately affirm that the type of same‐sex practice being considered (sex, marriage, or adoption) serves to moderate religions’ impact on Americans’ support for such practices.     

Self-Consciousness,Self-presentation,and Performance Under Pressure: Who Chokes,and When?

Choking under pressure by persons low and high in self-consciousness was examined as a function of two sources of performance pressure: audience and performance feedback. Subjects competed with an alleged opponent on a psychomotor task while alone, before a supportive (same team) audience, or a nonsupportive (opposing team) audience. Before the critical trial, subjects learned that their team was either somewhat ahead of or somewhat behind the opposing team. Self-consciousness, audience, and feedback interacted to affect performance during the critical trial. When disappointing the audience was likely, subjects low in self-consciousness choked. Subjects high in self-consciousness tended to choke when they were told that their team had fallen behind. It is suggested that persons who are low and high in self-consciousness experience different types of performance pressure due to disparate self-presentational motives.     

When Does Soldier Patriotism or Nationalism Matter? The Role of Transformational Small‐Unit Leaders

Patriotism and nationalism, 2 sets of attitudes often associated with the military, are examined in relation to perceived combat readiness and intention to remain in military service. Transformational leadership served as an intervening variable in these relationships. Survey data obtained from a sample of Army National Guard soldiers (N = 415) were used to examine relationships. Among junior‐ranking enlisted soldiers, both patriotism and nationalism showed significant, positive associations with perceived combat readiness and intention to remain in military service. The structural equation model fit soldiers' nationalistic attitudes best, having a considerable indirect effect through transformational leadership on perceived combat readiness. Implications of nationalistic and patriotic attitudes combined with charismatic leaders to benefit soldier readiness and retention are discussed.     

Disregarding Preliminary Information When Rating Job Applicants' Performance: Mission Impossible?1

Firms allocate considerable resources to test job applicants' skills and to ensure that hiring decisions are nondiscriminatory. Interpreting selection output in light of preliminary information may undermine the impartiality of personnel selection decisions. In this study, human resource managers were presented preliminary information about a candidate's performance and asked to rate him according to a detailed assessment‐center report of his performance. We examined several interventions for reducing reliance on preliminary information: retrieving assessment‐center information, generating a rating model, or both. Participants (N = 167) excluded preliminary information from the interventions, but relied on it when rating the candidate. The documented failure to control for the effects of preliminary information on subsequent judgments can contribute to improved selection procedures.     

The Cognitive Ability Test as a Predictor of Job Performance: Is its Validity Affected by Job Complexity and Tenure Within the Organization?

Two measures of job performance of 301 employees of a manufacturing enterprise in Québec (the criteria) were used to assess the stability of predictive validity over time of two specific intelligence tests, OTIS and BETA, whilst the moderating effects of two other variables, tenure and job complexity, were also examined. The predictive validity of the tests was not time-based but when job complexity was considered, the validity increased in relation to the complexity of the job.     

The Mediating Role of Psychological Empowerment on the Relationships between P–O Fit,Job Satisfaction,and In-role Performance

Purpose  

The direct relationships between person–organization fit (P–O fit) and multiple individual-level outcomes such as job satisfaction and in-role performance have been heavily studied in the extant literature; potential mediators of these relationships have been studied much less frequently. Consequently, a complete picture of the psychology surrounding P–O fit is missing. This research aims to begin to fill this gap in the literature.