配偶情绪智力对员工工作投入的影响：员工生活幸福感的中介作用和性别的调节作用

本文关注配偶情绪智力对员工工作投入的跨领域的人际间影响。基于努力-恢复模型视角和情绪智力文献, 本文提出高情绪智力的配偶能够通过提升员工生活幸福感, 从而促进员工工作投入。此外, 通过整合社会性别角色理论, 本文进一步讨论了员工性别的调节作用。通过两个子研究, 本文发现：配偶情绪智力与员工生活幸福感之间呈现正相关关系; 员工生活幸福感与员工工作投入之间呈现正相关关系; 员工生活幸福感中介了配偶情绪智力对员工工作投入的影响; 并且, 员工性别调节了配偶情绪智力和员工生活幸福感之间的关系, 即当员工为男性时, 配偶情绪智力对该员工生活幸福感的正向影响更强; 此外, 员工性别还调节了员工生活幸福感在配偶情绪智力和员工工作投入之间起到的中介作用。本研究首次提出和检验了配偶情绪智力对员工工作投入的跨领域的人际间积极影响, 具有理论和实践上的重要意义。     

Structural validity of the Mental Health Continuum-Short Form: The bifactor model of emotional,social and psychological well-being

The Mental Health Continuum-Short Form (MHC-SF) is a growingly popular questionnaire designed to assess three components of well-being: emotional, social, and psychological. The main goal of the present study was to evaluate the structural validity of the MHC-SF and test the bifactor model of the MHC-SF, which includes one general factor and three specific factors of well-being. Sample 1 consisted of 1095 Serbian students (aged 18–26 years), while Sample 2 included 325 Serbian adults (aged 27–63 years). The bifactor model of the MHC-SF yielded the best fit to the data across the two samples. The results showed that the general factor of well-being accounted for substantially greater amount of variance of the MHC-SF than three specific factors of well-being. After controlling for the general factor, three specific factors explained a small portion of variance in well-being. In addition, the three subscales of the MHC-SF showed low reliability as estimated by omega-subscale coefficients, indicating that these subscales comprise too small amount of reliable variance to interpret. The present findings suggest that researchers should not calculate separate scores for three types of well-being when using the MHC-SF and that alternative measures of specific components of well-being should be considered.     

Willing and able to fake emotions: a closer examination of the link between emotional dissonance and employee well-being

Emotional dissonance resulting from an employee's emotional labor is usually considered to lead to negative employee outcomes, such as job dissatisfaction and emotional exhaustion. Drawing on Festinger's (1957) cognitive dissonance theory, we argue that the relationship between service employees' surface acting and job dissatisfaction and emotional exhaustion is moderated by 2 aspects of a service worker's self-concept: the importance of displaying authentic emotions (reflecting the self-concept's self-liking dimension) and the employee's self-efficacy when faking emotions (reflecting the self-competence dimension). A survey of 528 frontline employees from a wide variety of service jobs provides support for the moderating role of both self-concept dimensions, which moderate 3 out of 4 relationships. Theoretical and practical implications are discussed from the perspectives of cognitive dissonance and emotional labor theories.     

Emotional availability (EA): Theoretical background,empirical research using the EA Scales,and clinical applications

Emotional availability (EA), as a construct, refers to the capacity of a dyad to share an emotionally healthy relationship. The Emotional Availability (EA) Scales assess this construct using a multi-dimensional framework, with scales measuring the affect and behavior of both the child and adult partner (caregiver). The four caregiver components are sensitivity, structuring, non-intrusiveness, and non-hostility. The two child components are the child’s responsiveness to the caregiver and the child’s involvement of the caregiver. We first describe this relationship construct, look at psychometric properties in basic and prevention/intervention efforts, then review the extant empirical literature in order to examine the scope of studies assessing EA by using the EA Scales. We also explore its use in clinical practice. Throughout, we critically evaluate the knowledge base in this area as well as identify areas for further growth.     

Young children’s character strengths and emotional well-being: Development of the Character Strengths Inventory for Early Childhood (CSI-EC)

Abstract

The Character Strengths Inventory for Early Childhood (CSI-EC) is a parent report inventory that was developed to measure pre-school children’s character strengths consistent with the VIA Classification of Strengths and Virtues. The inventory consists of 96 items that measure 24 character strengths. The CSI-EC was administered to 2274 parents of children aged 3–6 in two large samples from Israel. Parents also completed questionnaires assessing their child’s emotional and behavioral problems and emotional well-being. Principal component analyses and confirmatory factor analyses of the CSI-EC supported 24 primary character strengths factors and four second-order factors. Children’s transcendence, intellectual and interpersonal strengths were positively associated with children’s emotional well-being, and children’s temperance and interpersonal strengths were negatively associated with socio-emotional difficulties. The findings are discussed in terms of future research and practical implication.     

Work demands and resources and the work–family interface: Testing a salience model on German service sector employees

The present study tested an extended version of Voydanoff's “differential salience vs. comparable salience model” in a sample of German service workers. Our findings partially support the model in a different national/cultural context but also yielded some divergent findings with respect to within-domain resources and boundary-spanning demands. In line with the theoretical framework, work-to-home interference (WHI) mainly occurred because of high work demands and not because of a lack of work resources. Boundary-spanning resources yielded comparable potential to reduce WHI and enhance work-to-home enrichment (WHE). WHE was expected to more likely occur due to the activation of work resources rather than the absence of work demands. However, control over one's work did not have a significant impact on WHE. In addition and contrary to the theoretical model, boundary-spanning demands were found to be differentially rather than comparably salient to the work–family interface.     

The Sources of Meaning and Meaning in Life Questionnaire (SoMe): Relations to demographics and well-being

Shortfalls of widely used measures of meaning in life are described. Their use results in biased correlations and restriction of the complexity inherent in experiences of meaning. To qualify results, the Sources of Meaning and Meaning in Life Questionnaire (SoMe) is employed. It offers separate scales to measure a positive and a negative dimension of meaning: meaningfulness–a fundamental sense of meaning and belonging, and crisis of meaning–the evaluation of life as frustratingly empty and lacking meaning. Both intercorrelate moderately (?.38/?.35). Additionally, the SoMe assesses 26 sources of meaning. Based on a representative sample, relationships between meaningfulness, crisis of meaning, and sources of meaning with demographics are reported (Study 1). In Study 2, SoMe scales are correlated with positive (mood, satisfaction with life) and negative (neuroticism, anxiety, depression) indicators of well-being. SEM reveals that meaningfulness predicts positive well-being, but is not predictive of negative well-being. Crisis of meaning is a strong predictor for both positive and negative well-being.     

Make it to work (and back home) safely: the effect of psychological work stressors on employee behaviour while commuting by car

Despite empirical data suggesting that commuting accidents are a major problem worldwide, research on employee behaviour while commuting by car is scant. In particular, our understanding of the antecedents of unsafe commuting behaviour is limited mainly to demographic variables and work-related physical stressors. Our study addressed this lacuna by investigating the association between work-related psychological stressors and unsafe commuting behaviour. In addition, we developed and validated a scale for measuring commuting norms and considered the permissiveness of these norms as a mediator in the stressor-commuting behaviour association. The results, based on data collected from 216 employees in a large manufacturing plant at 2 points in time, indicated that abusive supervision and work–family conflict were both positively related to unsafe commuting behaviour, and that the permissiveness of commuting norms partially mediated these relationships. The potential role of work organizations in educating employees about commuting behaviour and driving safety is discussed.     

Correction to: From aesthetics to ethics: Testing the link between an emotional experience of awe and the motive of quixoteism on (un)ethical behaviour

Motivation and Emotion -     

Change in the moving bodymind: Quantitative results from a pilot study on the use of the BodyMind approach (BMA) to psychotherapeutic group work with patients with medically unexplained symptoms (MUSs)

Background: This article reports quantitative results from a pilot study in primary care (PC) undertaken from 2004–2007. The intervention programme, derived from movement psychotherapy, was termed ‘Learning groups: the BodyMind approach (BMA),’ and emphasised a verbal and non-verbal integrated model, awareness of the inter-relationship between body and mind and a self-managing framework. Aim: To evaluate systematically the outcomes of a 12-week group BMA intervention programme with patients suffering from anxiety/depression with at least one chronic (over two years) medically unexplained symptom (MUS), another term for a psychosomatic condition or somatoform disorder. Method: A mixed method was applied to a single-case design. Outcome measures completed at baseline, mid-, post- intervention and three-month follow-up were the Measure Yourself Medical Outcome Profile (MYMOP) and the Counselling Outcome Routine Evaluation (CORE). Results: Increased activity levels and well-being; more effective coping/functioning strategies; reduction in anxiety/depression, GP-consultation and medication usage, and symptom distress. All changes were maintained at three-month follow-up.     

Confirmatory Factor Analysis of the Behavior Rating Inventory of Executive Function (BRIEF): Support for a distinction between Emotional and Behavioral Regulation

Previous research has supported a three-factor division of the Behavior Rating Inventory of Executive Function (BRIEF) when dividing the parent form in 9 instead of 8 subscales. The present study investigated different factor models in the 8- and 9-scale division in both the parent and teacher form of the Norwegian BRIEF version. Confirmatory Factor Analyzes showed best fit for the three-factor model in a mixed healthy and clinical sample, indicating a distinction between Emotional and Behavioral Regulation. This division is in accordance with present knowledge of brain function and may increase the specificity of executive dysfunction in clinical groups.     

From aesthetics to ethics: Testing the link between an emotional experience of awe and the motive of quixoteism on (un)ethical behavior

Motivation and Emotion - According to the awe-quixoteism hypothesis, one experience of awe may lead to the engagement in challenging actions aimed at increasing the welfare of the world. However,...     

Work-based learning: Development and validation of a scale measuring the learning potential of the workplace (LPW)

The current study presents a multi-dimensional scale measuring the learning potential of the workplace (LPW), which is applicable across various occupational settings. Based on a comprehensive literature review, we establish four theoretically relevant dimensions of work-based learning, which together constitute the learning potential of the workplace. The psychometric characteristics of our instrument were examined among a sample of Dutch employees working in different organizations (N = 1013). In this study, we tested the factorial structure and validity of the LPW-scale by conducting Confirmatory Factor Analyses, testing for measurement invariance and determining the scale's reliability. Subsequently, the LPW-instrument was cross-validated using SEM (AMOS 20.0). Furthermore, convergent, divergent, and construct validity were investigated. The results empirically supported the theory based four-factor structure of the LPW-scale and provided solid evidence for the sound psychometric properties of the study's instrument.     

It's just (family) business: The impact of familial work experience on perceived qualification and hireability during the selection process

Though scholars have explored the impact of familial work experience (FWE) posthire, research has yet to determine the role of such experience during the selection process. Drawing from Attribution Theory and research on nepotism and family business dynamics, we suggest that the presence of FWE on an applicant's selection materials will lead to reduced perceptions of qualifications and hireability. Through two online experiments (N₁ = 170, N₂ = 251), we found mixed support for this proposition. In our first study focused on cover letters, we found that applicants who reported FWE were not appraised differently than those who did not. In our second study focused on letters of recommendation, however, we found that applicants who reported FWE were perceived as less qualified and less hireable. Moreover, we found that the level of job (i.e., service vs. managerial) moderates these relations, such that managerial applicants with FWE on their letter of recommendation were perceived as less hireable than those who did not. Implications for research and practice are discussed, and future research directions are offered.     

Multiple family therapy for Chinese families of children with attention deficit hyperactivity disorder (ADHD): treatment efficacy from the children’s perspective and their subjective experiences

This paper reports the results of our study that assessed the treatment efficacy of multiple family therapy (MFT) from the perspective of participating Chinese children with attention deficit hyperactivity disorder (ADHD) and identified their subjective experiences. Forty‐three children with ADHD in the experimental group (EG) completed a forty‐two‐hour MFT, whilst forty‐five children with ADHD in the control group (CG) had attended two writing classes scheduled three months apart that were similar to those of the MFT. Data from the outcome study were gathered using standardized questionnaires and data from the qualitative study were drawn from thirteen children with ADHD who had completed the MFT and attended the focus group interviews (n = 5) or individual interviews (n = 8) conducted in the post‐treatment phase. The results of the Paired sample t‐test and MANOVA indicated no significant changes on the scores for the four measures adopted (perception of competence, hopefulness, parent‐child relationship and perceived social support) in the pre‐ and post‐treatment for the EG and the CG. Five themes emerged from the narratives of children with ADHD, which revealed the children’s subjective experiences with the MFT: (a) full of fun; (b) building friendships through common experiences; (c) a happy family time; (d) safe space; and (e) positive parental responses and communications.     

Necessity (not just novelty) is the mother of invention: using creativity research to improve research in work and organizational psychology

In this essay, we discuss reasons that work and organizational psychology does not live up to its self-declared mission of being an applied science in the service of improving both people’s quality of working life and organizational effectiveness. We use fundamentals of research on creativity and innovation as a lens through which we can view problems and possible solutions to these problems. In particular, we stress that innovation entails not only new, but also useful insights, that innovation requires “rewarding failure”, and that innovation feeds off of team diversity. We provide suggestions for how the definition of theoretical and empirical contributions of research, reward systems, and collaboration practices could be changed to foster innovative research that helps people thrive at work.