Structural Model of Coping,Appraisals, and Emotions After Relationship Breakup

The relationship of coping resources and cognitive appraisals to emotions produced by the end of a romantic relationship at 2 separate times was investigated. Participants were 231 graduate students who completed inventories measuring their coping resources, cognitive appraisals, and emotional reactions. The results of the structural model suggested that preventive coping resources affected the appraised desirability of the event as well as initial emotional reactions and that combative coping resources affected subsequent emotional response. The implications of these findings for stress models of emotions and clinical interventions are discussed.     

Explication of the coping goal construct: implications for coping and reemployment.

This longitudinal study developed a reemployment coping goal construct and examined its role in a job-loss context. Several predictors of displaced workers' reemployment coping goal intensity were examined: human capital, employment commitment, internal coping resources, and anticipation of job loss. Results show that human capital, employment commitment, internal coping resources, and anticipation of job loss positively predicted a reemployment coping goal. Human capital also directly predicted reemployment. Finally, unemployed individuals' reemployment coping goal intensity positively predicted job-search effort, which positively predicted reemployment. Implications for the process of coping with job loss and future research are discussed.     

Do core self-evaluations and coping style influence the perception of job insecurity?

Over the last few decades, increased flexibility and lack of stability in employment has made job insecurity a work stressor that affects more and more employees. Since worrying about potential job loss (quantitative job insecurity) or possible loss of valued job features (qualitative job insecurity) constitutes a subjective perception, it has been claimed that personality factors may be decisive for job insecurity perceptions. Furthermore, the perception of a stressor, in this case job insecurity, could be argued to be dependent on appraisals of available coping resources. This study investigates whether core self-evaluations predict job insecurity perceptions, and whether coping mediates this relationship, in a two-wave data set from a Swedish sample of white-collar workers (N = 425). The results show that core self-evaluations had a negative total effect on both qualitative and quantitative job insecurity. Core self-evaluations were positively related to problem-focused coping but not to emotion-focused coping. However, there was no mediating effect of coping style on the association between core self-evaluations and job insecurity.     

Coping with Job Loss and Reemployment: A Two-Wave Study

Using a national sample, this study investigated the effects of unemployed workers’ coping resources and coping strategy use on reemployment after a three-month period. Based on previous research, it was expected that (1) three types of coping resources (self-esteem, social support, and financial resources) would be positively related to problem-focused coping with job loss, (2) coping resources would be negatively related to emotion-focused coping with job loss, (3) problem-focused coping would be positively related to reemployment, (4) problem-focused coping would be more strongly related to reemployment than emotion-focused coping, and (5) coping strategies would mediate the relationship between the availability of coping resources and obtaining reemployment. Results provided support for the direct effects of coping resources (self-esteem, social support, and, to some extent, financial resources) on coping strategies, and a direct effect of problem-focused coping on reemployment 3 months later. Self-esteem and social support were each indirectly related to subsequent employment status, mediated by problem-focused coping. In other words, individuals with higher levels of self-esteem and social support were not only more likely to engage in problem-focused coping, but having a higher level of self-esteem and social support was also associated with a higher likelihood of being reemployed three months later. Findings are pertinent for the design of more effective interventions that mitigate adverse effects of unemployment and facilitate a successful return to the workforce.     

Adaptive family functioning and emotion regulation capacities as predictors of college students' appraisals and emotion valence following conflict with their parents

This study examined whether the relationship between college students' adaptive family functioning and the valence of emotions following recent conflict with their parents is mediated by both distal constructs (psychological coping resources and mood regulation expectancies) and the more proximal construct of cognitive appraisals about the desirability or undesirability of the conflict experience. Participants were 609 undergraduate students enrolled in a large, US southwestern university. The results of applying proposed mediational models to these data, developed for both paternal and maternal conflict, suggested theoretically meaningful associations between the antecedent construct of adaptive family functioning, mediating variables of coping resources, mood regulation expectancies, and cognitive appraisals, and the outcome variable of emotional valence. The results of this study may be useful in identifying psychological resources and patterns of thinking about stressful events that affect emotional reactions.     

Organizational factors related to attracting job seekers higher in hardiness

Building an organization of workers who thrive in demanding environments begins with recruitment of workers with personality traits predictive of resilience. We integrate fit theories to determine how job advertisement information may attract job seekers higher in psychological hardiness (sense of control, feelings of commitment to many things in life, perceptions of challenge). Across two studies, we manipulated hypothetical job advertisements that were presented to current workers seeking new employment. Job seekers higher in hardiness were more attracted to working with hardy coworkers, less attracted to coping resources, and more attracted to high emotional labor demands compared to job seekers lower in hardiness. A discussion for how organizations may craft job advertisement content to improve their recruitment efforts is provided.     

Psychological resilience and positive emotional granularity: examining the benefits of positive emotions on coping and health

For centuries, folk theory has promoted the idea that positive emotions are good for your health. Accumulating empirical evidence is providing support for this anecdotal wisdom. We use the broaden-and-build theory of positive emotions (Fredrickson, 1998; 2001) as a framework to demonstrate that positive emotions contribute to psychological and physical well-being via more effective coping. We argue that the health benefits advanced by positive emotions may be instantiated in certain traits that are characterized by the experience of positive emotion. Towards this end, we examine individual differences in psychological resilience (the ability to bounce back from negative events by using positive emotions to cope) and positive emotional granularity (the tendency to represent experiences of positive emotion with precision and specificity). Individual differences in these traits are examined in two studies, one using psychophysiological evidence, the second using evidence from experience sampling, to demonstrate that positive emotions play a crucial role in enhancing coping resources in the face of negative events. Implications for research on coping and health are discussed.     

The impact of environmental stressors and types of work contract on occupational stress

This study aimed to investigate the impact of seven environmental stressors (role conflict, work overload, interpersonal difficulties, work-family conflict, work instability, lack of autonomy and pressure of responsibility) and the nature of the employment contract (permanent or atypical) on three psychological reactions to occupational stress (job satisfaction, positive emotions, and negative emotions at work). 305 Brazilian workers from both sexes participated in this research, distributed between permanent and atypical workers. The results showed that the role conflict and the work overload had a negative impact on job satisfaction. The role conflict had a negative impact on the positive emotions at work, while the pressure of responsibility interfered positively in it. The work overload interfered positively in the negative emotions at work, while the pressure of responsibility interfered negatively in it. The type of contract did not affect significantly any one of the dependent variables. The implications of the results for future research are discussed.     

Students' Expectations About Interviewees' and Interviewers' Achievement Emotions in Job Selection Interviews

The author investigated expectations about achievement emotions characterizing job selection interviews while considering literature on the influence of positive and negative affect. Study participants were 282 Italian 12th graders and university students who were given a questionnaire asking them to imagine being interviewees in a future interview and to evaluate the intensity of interviewees' and interviewers' emotions. Expectations varied according to the kind of emotion, and interviewees and interviewers differentiated in terms of activating and deactivating emotions. Positive emotions prevailed for interviewees, with younger students giving higher scores. Some emotions were linked to career self‐efficacy and job market experience. Results are discussed in light of applied relevance for employment counseling.     

Built to last: Interactive effects of perceived overqualification and proactive personality on new employee adjustment

We integrate relative deprivation and broaden and build theories to develop a process-based model of perceived overqualification and its relationship with new employee adjustment via “broaden and build” mechanisms (i.e., reciprocal relationships between initial status and change trajectories in work-related positive affect and perceived job autonomy). Additionally, we examine how new employee proactive personality may influence this process. Analyses of weekly survey responses from 331 new employees of a large financial institution throughout their first 90 days of employment revealed that those who felt overqualified generally experienced less work-related positive affect and perceived less job autonomy when beginning their jobs (assessed the first week of employment) than their more qualified counterparts. Moreover, initial levels of perceived job autonomy were positively associated with adjustment outcomes (assessed at 90 days of employment) via linear change in positive affect over time (assessed weekly, up to 8 weeks of employment). These findings suggest that perceived overqualification may negatively influence newcomer adjustment by stunting broaden and build processes. However, proactive personality attenuated this effect. Theoretical and practical implications are discussed.     

Depressed mood: The role of negative thoughts,self-consciousness,and sex role stereotypes

Research typically finds that depression is twice as common among women as among men. This may relate to differences in socialization that result in different emotions, cognitions, and coping reactions. Sex-role stereotypes, employment and marital status, and differential social pressures may also be significant in making women more vulnerable to the development of depression. Women may have less decision-making power, face more adverse life events, and have limited access to resources, which may lead to feelings of helplessness and low self-esteem. Low self-esteem and negative cognitions about the self in turn may be proximal factors predictive of negative mood. Additionally, women may be more prone to ruminative self-focus rather than active coping, a significant risk factor for depression. This study examined individual predictors of depressed mood for each sex, including coping, self-esteem, negative thoughts, self-consciousness (rumination), as well as social factors such as the endorsement of sex-role stereotypes and decision-making power in the family. Results indicated that social factors were not related to depressed mood in either sex, but were related to coping styles and self-esteem. Depressed mood was associated with individual characteristics, such as avoidant coping styles, social anxiety for women, and ruminative self-focus for men. Regression analysis showed that coping through denial and negative thoughts explained depressed mood, and the latter was particularly true for men. These results point to the significance of examining both individual and social factors when attempting to understand depression in men and women.     

The Effect of Job Search Method,Sex, Activity Level,and Emotional Acceptance on New Job Characteristics: Implications for Counseling Unemployed Professionals

This study investigated intrinsic and extrinsic new job characteristics for a sample of involuntarily dismissed white-collar workers. Results suggest employment counselors can ease the transition into satisfying new jobs by helping clients deal with the negative emotional trauma of job loss, encouraging active coping strategies, fostering realistic job expectations, and tailoring counseling to meet individual needs.     

Hospital downsizing,individual resources,and occupational stressors in nurses

Abstract

Restructuring and downsizing are occurring increasingly throughout the workplace. As a result, many individuals are losing their jobs. Many others experience job insecurity as a result of the threat of downsizing. As with most other work spheres, several hospitals are closing, resulting in thousands of layoffs. Since nurses constitute one of the main groups employed in hospitals, they are faced with increasing job shortages. This study examines psychological reactions of nurses in response to stressors resulting from hospital downsizing. Individual resources, particularly coping strategies and self-efficacy, can affect the extent to which individuals experience distress as a result of downsizing. A self-report, anonymous questionnaire was filled out and returned by 1363 nurses employed in hospitals in Canada. Results of this study show that amount of work was a consistent and significant stressor in nurses. The greater the nurse's workload, the greater her emotional exhaustion, cynicism, depression and anxiety. Further results reported here indicated that control coping and self-efficacy lessened distress on the job and increased job satisfaction, while escape coping was associated with greater psychological distress and less job security.     

The Role of Positive Emotions in Reducing Depressive Symptoms Among Army Wives

The homecoming period following combat deployment can be as stressful to military spouses as the deployment itself. This study used the broaden-and-build theory of positive emotions to examine whether personal resources (adaptive coping, maladaptive coping, and resilience) mediate the relationship between positive emotions and depressive symptoms in Army wives (N = 252) following the homecoming of a deployed active-duty service member. Using path analysis, after controlling for demographic variables and marital satisfaction, positive emotions were related to all 3 personal resources (positively to adaptive coping and resilience, negatively to maladaptive coping). In turn, adaptive coping and resilience were related to fewer depressive symptoms and maladaptive coping to greater depressive symptoms. The direct path between positive emotions and depressive symptoms was nonsignificant, suggesting complete mediation. The final model accounted for 54% of the total variance in depressive symptoms. Results support the important role that positive emotions play in decreasing depressive symptoms in this high-risk population.     

Positive emotions trigger upward spirals toward emotional well-being

The broaden-and-build theory of positive emotions predicts that positive emotions broaden the scopes of attention and cognition, and, by consequence, initiate upward spirals toward increasing emotional well-being. The present study assessed this prediction by testing whether positive affect and broad-minded coping reciprocally and prospectively predict one another. One hundred thirty-eight college students completed self-report measures of affect and coping at two assessment periods 5 weeks apart. As hypothesized, regression analyses showed that initial positive affect, but not negative affect, predicted improved broad-minded coping, and initial broad-minded coping predicted increased positive affect, but not reductions in negative affect. Further mediational analyses showed that positive affect and broad-minded coping serially enhanced one another. These findings provide prospective evidence to support the prediction that positive emotions initiate upward spirals toward enhanced emotional well-being. Implications for clinical practice and health promotion are discussed.     

The Association of Negative Urgency with Psychological Distress: Moderating Role of Proactive Coping Strategies

Abstract

Negative urgency, which is the tendency to act impulsively under the influence of negative emotions, is a risk factor for various psychological disorders including anxiety and depression. In contrast, proactive coping is a future oriented coping strategy that aims to prepare the self for future stressors by reappraising the stressors as challenges or keep oneself prepared for impending losses. Although the effect of proactive coping and preventive coping strategies on reducing depression and anxiety has been consistently documented, the association of their interaction with risk factors received little attention. In the current study, the moderator roles of two dimensions of Proactive Coping strategies in the association of negative urgency with anxiety and depression, is examined. Data were collected from 404 individuals (255 women) aged 18 to 59 (M?=?31.29, SD = 11.70) through scales assessing negative urgency, proactive coping, anxiety and depression from a community sample. The results revealed that the interaction of proactive coping with negative urgency to be significantly associated with individual differences in depression scores, indicating that appraising the threats as challenges may have potential for buffering the effects of negative urgency on depression. However, a similar pattern was not observed for anxiety or preventive coping.     

A Meta-Analytic Investigation of the Relationship Between State Affect,Discrete Emotions,and Job Performance

The relationship between affect and job performance has been the topic of previous meta-analytic investigations. However, these studies have been limited by their focus on only one form of affect, trait dimensional affect, or failure to differentiate between various forms of affect, such as state affect and emotions. The present study extends past research by meta-analytically examining the association between state dimensional affect and discrete emotions and three dimensions of job performance, task performance, organizational citizenship behavior, and counterproductive work behavior. In addition, we examined subgroup differences according to the temporal consistency of performance and affect measurement, and we reviewed studies that assessed the affect–performance link using within-person analyses in the context of experience sampling designs.     

Organizational citizenship behavior and workplace deviance: the role of affect and cognitions

To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research.     

Getting the Job: Attributional Retraining and the Employment Interview1

This study examined the effectiveness of attributional retraining (AR) in an employment interview setting. Our sample consisted of 50 co‐operative education students completing job interviews who were randomly assigned to a control or writing‐based AR condition. Dependent measures included attributions, expectations, and affect, as well as behavior with respect to an interview skills workshop, and actual employment outcomes. Results showed AR to promote controllable failure attributions, expectations, motivated behavior, and interview success, particularly among participants with maladaptive baseline attributions. Findings further revealed AR effects on emotions mediated by post‐treatment attributions. Implications for attribution theory and research on AR in employment settings are discussed.     

The sense of self-continuity as a resource in adaptive coping with job loss

This study examined the relation between the sense of self-continuity, defined as the ability to perceive oneself as extending temporally backwards into the past and forwards into the future, and the adaptiveness of strategies of coping with job loss. We created a web site that was linked to several Israeli web sites dealing with unemployment in the high- tech sector. Respondents were 211 Israeli men and women, aged 18–58, both employed and unemployed, who answered some biographical questions and completed two questionnaires online: the Coping Strategies Questionnaire (Roger, Jarvis & Najarian, 1993) and a version of the Possible Selves Questionnaire (Markus & Nurius, 1986). The results indicated that individuals who had suffered job loss had a lower sense of self-continuity than those who had not suffered job loss and this did not differ by the field of their previous employment (high-tech or other) or length of unemployment. Those individuals with a higher sense of self-continuity evidenced greater adaptiveness in coping, independently of the number of months they had been unemployed. This study is important in demonstrating that the sense of self-continuity is a resource in coping adaptively at times of crisis, suggesting that enhancing the sense of self-continuity may be a beneficial means of helping individuals cope more effectively with job loss.