An actor–partner interdependence model of employees’ and coworkers’ innovative behavior,psychological detachment,and strain reactions

In an extension of the existing paradigm on the benefits of innovative behavior for organizations, this study addresses the negative effects of innovative behavior. Guided by psychological detachment theory, we propose that both displaying innovative behavior and witnessing others’ innovative behavior make it difficult for workers to psychologically distance themselves from innovation matters, engendering strain reactions (e.g., sleep problems, hostility). Those with more proactive personalities may be more likely to experience these detachment difficulty problems after displaying or witnessing innovative behavior. To test these premises, we conducted two studies. In the pilot study (N = 104 employee–coworker dyads), we gathered both quantitative and qualitative data to show that innovative behavior predicts detachment difficulty above and beyond other job behaviors. In the main study, we collected data from 257 employee–coworker dyads over 5 weeks and analyzed them with an actor–partner interdependence model. The results are generally supportive, suggesting that further investigation of the unintended consequences of innovative behavior is warranted.     

People performance enablers in relation to employees’ psychological attachment to the organisation

This study investigated the relationship between a set of people performance enablers and psychological attachment behavioural states in a variety of South African work settings. The sample (N?=?582) comprised mostly males (69%) and black Africans from organisations in the manufacturing (17%), financial services (14%), information technology (16%) and the non-profit sectors (53%). Data on employees’ perceptions of performance enablers and their psychological attachment to the particular organisation were collected using the Psychological Work Immersion Scale (PWIS: Veldsman, 2013 Veldsman, D. (2013). Moving towards a strategic human capital return on investment model: An exploratory study of the Psychological Work Immersion Scale. Unpublished research report, Rocketfuel Consulting, Randburg, South Africa. [Google Scholar]). The data were analysed using confirmatory factor analysis to reveal the structure of the people enablers and psychological attachment variables in the South African work settings. Structural equation modelling was used to predict psychological attachment from the performance enabler indicators. The findings provided evidence that employees’ perceptions of performance enablers significantly explain their level of psychological attachment (commitment, motivation and work absorption). Manager credibility appears as a key performance enabler and commitment as a strong element of psychological attachment. The research contributes to the literature on individual and organisational performance by extending research on work psychology in the South African context.     

Does state self-control depletion predict relationship functioning and partner aggression? An ecological momentary assessment study of community couples

Intimate relationship functioning depends upon the ability to accommodate one's partner and to inhibit retaliatory and aggressive impulses when disagreements arise. However, accommodation and inhibition may be difficult when self-control strength is weak or depleted by prior exertion of self-control. The present study considered whether state self-control depletion prospectively predicts male and female self-reports of anger with partner and arguing with partner. Consistent with the I³ Model (Finkel, 2014, Adv Exp Soc Psychol, 49, 1–104), we also considered whether the association between elevated anger and arguing (i.e., instigation) and partner aggression was stronger when state self-control (i.e., inhibition) was depleted or among people high in negative urgency. In this ecological momentary assessment (EMA) study, heavy drinking married and cohabiting heterosexual couples (N = 191) responded to three randomly signaled reports each day for 30 days. Depletion predicted anger and arguing with partners both cross-sectionally and prospectively for men and women. However, after controlling for prior levels of anger and arguing, these effects were diminished, and supplemental analyses revealed that anger and arguing with partner predicted subsequent depletion. Anger and arguing were strongly associated with concurrent reports of partner aggression perpetration and victimization (verbal and/or physical). However, neither state self-control depletion nor negative urgency moderated these effects. Overall, results suggest a modest impact of depletion on daily couple functioning as well as a potential cyclical effect of arguing on depletion.     

Dual-earner couples’ willingness to relocate abroad: the reciprocal influence of both partners’ career role salience and partner role salience

Successful international assignments are important for international organizations. Research has shown that employee willingness to relocate internationally strongly depends on spouse’s willingness to follow. However, the mechanisms driving these effects are not thoroughly investigated. This study gives more insight into the processes that explain both partners’ willingness to (co-)relocate internationally. We examine the influence of both partners’ career role and partner role salience on each other’s (co-)relocation willingness. On the basis of Identity theory, Interdependency theory, and Attachment theory, we hypothesize combined interaction effects of career and partner role salience. Data were collected from 226 couples (professional employees and their spouses) working in a multinational Anglo-Dutch company. Results show that, in particular, spouses’ willingness to follow their partners abroad is determined by both career importance and partner role salience. We conclude that, for theory and for organizational practice, it is indeed crucial to involve both the employees and their spouses in the decision-making for an international relocation.     

A qualitative study of Indian and Indian immigrant adolescents’ perceptions of the factors affecting their engagement and performance in school

Although a growing body of quantitative research has examined the non-cognitive factors affecting the school engagement and performance of adolescents across cultures, there is relatively sparse qualitative research investigating the perceptions of adolescents regarding the factors influencing their engagement and performance in school. This focus group study comprising 32 Indian adolescents from India (mean age = 16.78 years) and 20 Indian immigrant adolescents from Canada (mean age = 17.05 years), therefore, using a self-determination theory perspective, explored the perceptions of Indian and Indian immigrant adolescents about the factors affecting their school engagement and performance in India and Canada, respectively. Thematic analysis of eight focus group discussions suggested that Indian and Indian immigrant adolescents were primarily extrinsically motivated toward school and academics. Further, both the Indian and Indian immigrant adolescents perceived their classroom teachers as controlling rather than autonomy-supportive. Implications of the findings are briefly discussed.     

Influence of the median opening length on driving behaviors in the crossover work zone—A driving simulation study

Work zone safety has been a major concern for drivers and transportation agencies. Considering the severe consequences of crossover work zone crashes coupled with the limited literature on the median opening length, this paper aims to investigate the influence of the median opening length on driving behaviors from a behavioral perspective in crossover work zones. A driving simulation study with 32 participants was carried out to investigate the driving performance by metrics (speed, acceleration, maximum steering wheel speed, and lane-changing trajectory) with respect to five median opening lengths. The significant differences of each driving performance metric among various median opening lengths were found in the process of crossing through the median opening on the entrance by-pass and exit by-pass. The results indicated that drivers’ speeds were always higher than the speed limits for all median opening lengths. A narrower median opening may induce risky driving behaviors such as sharp deceleration and decelerating while lane-changing, which may increase speed variance. When crossing through the median opening with a larger length, high speed variance, sluggish lane-changing operations, and improper lane-using behaviors were observed because the excessive lane-changing space provided by the larger median opening length would decrease the situation awareness and increase the speed preference heterogeneity among drivers. Finally, some traffic management strategies were proposed, which can improve the safety and mobility of crossover work zones and further provide a basis for the formulation of related standards.     

Perceived organizational support and employees’ well-being: the mediating role of organizational dehumanization

Perceived organizational support (POS) has been found to predict important organizational outcomes such as increasing employees’ well-being. In this research, we examine a new underlying mechanism of the relationship between POS and employees’ well-being, that is, employees’ perceptions that their organization dehumanizes them. This proposition was tested across two studies. Using an experimental design manipulating POS in a laboratory setting, Study 1 indicated that in the high POS condition, the subsequent feelings of being dehumanized by the organization were lower than in the low POS condition. More importantly, organizational dehumanization perceptions were found to mediate the POS condition and satisfaction link. Furthermore, using a sample of 1209 employees, results of Study 2 indicated that organizational dehumanization mediates the relationship between POS and three indicators of employees’ well-being (i.e., job satisfaction, emotional exhaustion, and psychosomatic strains). Implications for research on both organizational support theory and dehumanization theory are discussed.     

A multi-informant study of the influence of targets’ and perceivers’ social desirability on self-other agreement in ratings of the HEXACO personality dimensions

In the current research we evaluated the impact of socially desirable responding on the strength of self-other agreement in personality judgments. We used a multi-informant design with self- and other-reports of HEXACO personality dimensions as well as self-reported and other-reported social desirability. Analyses were based on 305 primary participants and 709 informants. As shown by the results, neither self-other agreement nor other-other agreement regarding the personality dimensions was affected by social desirability. Furthermore, significant correlations between self-rated and other-rated social desirability emerged. The results are discussed as further evidence that most social desirability scales seem to measure substantive personality traits instead of response styles.     

Motivated to be socially mindful: Explaining age differences in the effect of employees’ contact quality with coworkers on their coworker support

In this research, we examine how high-quality contact can facilitate employees’ coworker support and explain why the benefits of high-quality contact are contingent upon age. First, we employ a social mindfulness lens to decipher the motivational mechanisms of high-quality contact with coworkers on providing coworker support via coworker-oriented perspective taking and empathic concern. Second, we utilize socioemotional selectivity theory to overcome the current age-blind view on workplace interactions and examine the indirect moderating effect of age via future time perspective on the link between contact quality, social mindfulness, and coworker support. We tested our hypotheses based on data from a sample of 575 employees collected in three waves. Results showed that both coworker-oriented perspective taking and empathic concern mediated the positive effects of contact quality on coworker support. The effect of contact quality on coworker-oriented empathic concern was stronger for older employees with a more constrained future time perspective as compared to younger employees with a more extensive future time perspective. Overall, we extend research on aging, workplace interactions, and support behavior by linking the literature on these topics using a social mindfulness lens and by adding employee age and age-related mechanisms as important boundary conditions that qualify the outcomes of positive workplace contact.     

International students’ attachment and psychological well-being: the mediation role of mental toughness

This study examined the relationships of adult attachment, mental toughness (MT), and psychological well-being of international students. We hypothesized that attachment anxiety and avoidance would predict psychological well-being outcome variables and that MT would mediate the attachment-wellbeing links. The participants were 217 international students from a large public college in the United States. Structure Equation Modeling analyses were used to examine the proposed mediation effects. Result showed that MT functioned as a mediator for the paths between attachment anxiety and the two well-being latent variables of psychological distress and life satisfaction. On the other hand, attachment avoidance was found to have a more direct effect on adjustment difficulties without going through MT. Limitation and counseling implications are discussed.     

Help-seeking: testing the effects of task interdependence and normativeness on employees’ propensity to seek help

This study explores the effects of task interdependence (high versus low) and helping norms (supportive versus non-supportive) on propensity to seek help. Participants were most likely to seek help when: (1) task interdependence was high, and (2) supportive help-seeking norms were operative. A 2-way interaction also emerged. Under the non-supportive norms condition, help-seeking was greatest for high versus low levels of task interdependence; when supportive norms were operative, relatively high levels of help-seeking arose across task interdependence conditions. No support for the hypotheses that high self-esteem, high task specific self-efficacy, and low achievement motivation would increase help-seeking was obtained.     

Multiple facets of women’s relational orientation and their role in the relationship formation process

Over three decades of theory and research has sought to highlight the notion of relational orientation as central to women’s well-being. While researchers have extensively examined the negative outcomes of women’s relational orientation, relations with positive outcomes has gone little explored and largely assumed as present. The purpose of the current study is to examine social competence and satisfaction associated with women’s relational orientation. Previously unacquainted female participants (N = 160) completed measures of relational orientation, a dyadic interaction task, and were then asked to evaluate the quality of the interaction. Results supported a mitigation (versus trade-off) model in which facets of women’s relational orientation are differentially related to relationship competence and satisfaction. Structural equation modelling was used to examine overall fit along with specific actor and partner effects. Specific results are interpreted within the mitigation model of relational orientation, contributing to our understanding of women’s well-being.     

Who is called to be a bishop? A study in psychological type profiling of bishops in the Church of England

A sample of 168 bishops, serving or retired, in the Church of England completed the Francis Psychological Type Scales. The psychological type profile of these bishops was compared with that of 626 Anglican clergymen. The bishops differed significantly from the clergymen on three of the four aspects of psychological type. The bishops were more likely to prefer extraversion (53% compared with 43%), more likely to prefer sensing (49% compared with 38%), and more likely to prefer judging (88% compared with 68%). Overall the SJ temperament was preferred by 47% of the bishops compared with 31% of the clergymen. Moreover, there was a significant difference between diocesan bishops and suffragan bishops in terms of the judging process. While 37% of the suffragan bishops preferred thinking, the proportion rose to 56% among the diocesan bishops. These findings are discussed in light of the Anglican ordinal and in light of the strengths brought to ministry by different psychological types.     

Mindset matters: the role of employees’ stress mindset for day-specific reactions to workload anticipation

In this diary study, we extended knowledge on the role of employees’ stress mindset in the anticipatory phase of the stress process. We examined how workload anticipation is related to approach-coping efforts throughout the workday and how employees’ stress mindset moderates this relationship. Moreover, we investigated how approach-coping efforts are related to vigour and task performance at the end of the workday. Finally, we proposed conditional indirect effects of workload anticipation on vigour and task performance that are moderated by employees’ stress mindset. We conducted a daily diary study over five workdays with 171 employees. Results of multilevel path analysis showed that employees with a more positive stress mindset made more approach-coping efforts when anticipating high workload. Approach-coping efforts were positively related to vigour and task performance. For employees with a more positive stress mindset, workload anticipation had a positive conditional indirect effect on vigour and task performance. Our results suggest that employees react differently to workload anticipation depending on their stress mindset. Moreover, approach-coping efforts may be a cognitive-behavioural mechanism that explains how workload relates to vigour and task performance for employees with a more positive stress mindset.     

A response to Nguyen’s article, ‘Identification: A qualitative study of the experiences of bilingual therapists with their monolinguals and bilingual clients’

Noticing a certain lack of reflections directly related to language per se, I emphasise and discuss the importance of language issues in any bilingual or multilingual therapy. I try to illustrate this both with some of the existing literature on the subject and by offering my own take on some of the comments made by the interviewees.     

The effect of contemplation and meditation on ‘great compassion’ on the psychological well-being of adolescents

This study aimed to evaluate the effect of contemplation and meditation (CM) training, with a focus on developing great compassion, on the psychological well-being (PWB) of adolescents. Participants (N = 51, mean age = 15.8) were randomly allocated to either CM training (n = 26) or a comparison group (n = 25). Both groups completed measures of PWB before and after the intervention. Adolescents who received CM training showed statistically significant increases in environmental mastery and personal growth, as well as decreased negative affect compared to the comparison group. Girls in the experimental group also showed a significant decrease in negative affect compared with boys in the experimental group. Both the experimental and comparison groups demonstrated increased life satisfaction, environmental mastery, self-acceptance, autonomy, and purpose in life. There were no changes in positive affect and positive relations with others for both groups.     

A study on the theory of “returning to the original” and “recovering nature” in Chinese philosophy

The approach of returning to the original and recovering nature is a typical characteristic of Chinese philosophy. It was founded by the Daoist School and followed by both Daoist and Confucian schools. The precondition of returning to the original and recovering nature is the stillness and goodness within nature integrated into a whole afterwards. Its implementation includes not only returning to the original root so as to achieve the philosophical aim but also restoration to the original nature after it is injured by man’s physical nature and desire. The realization of human nature depends on the work making up for the loss of the original nature. Although there are different methods of realization concerning the return to the original nature, such as returning to the root, seeking the lost mind, extinguishing desire, being good at return, and the self-consciousness of intuitive knowledge, all of these aim at returning to the original nature of stillness and purity. The philosophical value consists in the unceasing pursuit of returning to the original nature.