Collective self-esteem, personal self-esteem, and collective efficacy in in-group and outgroup evaluations

In assessing the relationship between self-esteem and in-group/outgroup evaluations, this study examined whether self-esteem is better measured at a collective (collective self-esteem [CSE]) than a personal level (personal self-esteem [PSE]). It was expected that subjects high in CSE would engage in more in-group favoritism (measured by in-group evaluations), whereas those low in CSE would engage in more outgroup derogation (measured by outgroup evaluations). No effect for PSE was predicted. Furthermore, the study explored whether perceptions of collective efficacy may underlie this relationship. Subjects played a public goods task. The in-group's outcome was compared to the outcome of other relevant outgroups, enhancing pressures towards intergroup differentiation. Consistent with the predictions, subjects high in CSE evaluated in-group members more positively than those in low CSE (i.e., in-group favoritism), whereas subjects low in CSE evaluated outgroup members more negatively than those high in CSE (i.e., outgroup derogation). Also in line with our predictions, no effect for PSE was found. Perceptions of collective efficacy appeared to be a mediator of the effect of CSE.     

Collective self-esteem, personal self-esteem, and collective efficacy in in-group and outgroup evaluations

In assessing the relationship between self-esteem and in-group/outgroup evaluations, this study examined whether self-esteem is better measured at a collective (collective self-esteem [CSE]) than a personal level (personal self-esteem [PSE]). It was expected that subjects high in CSE would engage in more in-group favoritism (measured by in-group evaluations), whereas those low in CSE would engage in more outgroup derogation (measured by outgroup evaluations). No effect for PSE was predicted. Furthermore, the study explored whether perceptions of collective efficacy may underlie this relationship. Subjects played a public goods task. The in-group's outcome was compared to the outcome of other relevant outgroups, enhancing pressures towards intergroup differentiation. Consistent with the predictions, subjects high in CSE evaluated in-group members more positively than those in low CSE (i.e., in-group favoritism), whereas subjects low in CSE evaluated outgroup members more negatively than those high in CSE (i.e., outgroup derogation). Also in line with our predictions, no effect for PSE was found. Perceptions of collective efficacy appeared to be a mediator of the effect of CSE.     

Career adaptability as a mediator between personality and career engagement

The current study examined the role of career adaptability as a mediator between personality dimensions and career engagement. This investigation was conducted using a sample of university students (N = 201) who completed the Zuckerman–Kuhlman–Aluja Personality Questionnaire, the Career Adapt-Abilities Scale-Persian Form, and the Career Engagement Scale. Career adaptability dimensions related positively with activity, negatively with neuroticism, and positively with career engagement. The results indicated that career adaptability dimensions partially mediated the relationships between activity (work compulsion, general activity, restlessness, and work energy) and career engagement, whereas they were a full mediator between neuroticism (anxiety, depression, dependency, and low self-esteem) and career engagement. Among career adaptability dimensions, curiosity fully mediated the effect of sensation seeking on career engagement. These findings suggest that career adaptability is a dynamic mechanism that helps to regulate the relationship between specific dispositional traits and career adapting behaviors.     

Opposing effects of personal and collective self-esteem on interpersonal and intergroup comparisons

The relationship between self-esteem deriving from both personal and social identity and comparisons at both interpersonal and intergroup level was examined. Participants took part in individual and group brainstorming tasks which they later had the opportunity to evaluate. In the case of the individual task, participants' own solutions were judged in conjunction with solutions provided by a member of their ingroup and a member of the outgroup. For the group task, the ingroup solution was compared with an outgroup solution. Both personal and collective self-esteem were found to influence these ratings, but in different ways. In terms of intergroup comparisons, participants with high personal self-esteem (PSE) showed greatest ingroup bias. In contrast, this same effect was associated with low public collective-self esteem (CSE), that is, people who felt that their group was viewed negatively differentiated most strongly. Furthermore, this opposition of the effects of PSE and CSE also applied to the interpersonal comparisons. Participants with high PSE self-enhanced relative to participants with low PSE, while the reverse pertained for CSE scores. Participants with low private CSE rated both their own and the ingroup member's solution more positively than the outgroup solution. An analysis is presented which explains these effects in terms of threat experienced as a result of incongruency between comparative context and optimal identity enhancement strategies. Copyright © 1998 John Wiley & Sons, Ltd.     

Does Core Self Evaluations predict career success? A reanalysis of Judge and Hurst (2008)

We conducted a replication of Judge and Hurst’s (2008) study that suggest that Core Self Evaluations (CSE) have a significant positive effect on growth in career success (as well as on mediators of growth in career success). We found that, if anything, CSE has a significant negative relationship with growth in career success (as well as its mediators). We attribute the difference in findings to the timing of measurement of CSE in Judge and Hurst’s (2008) study and to the lack of control for General Mental Ability (GMA), arguing that when GMA is controlled for, CSE does not affect career success. Reasons for the observed negative relationship between CSE and career success are discussed.     

The Role of Self-Esteem in the Stress Process: Empirical Results From Job Hunting1

A longitudinal field study of 205 students interviewing for jobs tested self-esteem as a mediator and a moderator in the stress process. Support was found for the mediating role of self-esteem. Perceived success in the job hunt was positively related to self-esteem, and self-esteem was positively related to well-being. The direct relationship between job hunt success and well-being was not significant. Furthermore, no support was found for a moderating effect of the self-esteem variable. The results extend Steele's (1988) theory of self-affirmation.     

Self-Esteem,Perceived Stress,and Gender During Adolescence: Interactive Links to Different Types of Interpersonal Relationships

The goal of this study was to analyze the relationships between self-esteem, perceived stress, the quality of different types of interpersonal relationships, and gender in adolescents. This study used a sample of 1614 adolescent high school students and robust data analytic techniques to test the proposed relationships. The results partially supported the initial hypothesis in that perceived stress mediated the relationships between self-esteem and four of the types of interpersonal relationships (i.e., same-sex peer relationships, opposite-sex peer relationships, parent–child relationships, and teacher–student relationships) and moderated the relationship between self-esteem and same-sex peer relationships. In addition, a moderated role of gender was also partially supported in that perceived stress mediated the relationships between self-esteem and same-sex peer relationships, opposite-sex peer relationships, and the parent–child relationship for girls, but not boys. On the basis of these findings, it was concluded that perceived stress plays an intervening role in the relationship between self-esteem and different types of interpersonal relationships and that gender seems to be a moderator for some of the patterns of the relationships between these variables. These findings are discussed in light of the possible mechanisms by which the variables could influence each other. Implications for theory and practice as well as some directions for future research were also suggested.     

自我知觉视角和元知觉视角下能动性评价对自尊的预测作用

本研究探讨自我知觉视角和元知觉视角下社会认知基本维度对自尊的预测作用。研究1中36名被试同时完成自我知觉和元知觉视角下的能动性和社群性评价任务,结果发现仅有自我知觉视角下的能动性评价能预测自尊,元知觉视角下能动性评价对自尊的预测作用被自我知觉视角下的能动性评价所中介;研究2中120名被试完成自我知觉视角评价任务,另120名被试完成元知觉视角评价任务,结果发现无论是自我知觉视角还是元知觉视角,能动性评价都能预测自尊,而社群性评价对自尊没有预测作用,这表明能动性评价能预测个体的自尊。     

When Core Self-Evaluation Leads to Career Adaptability: Effects of Ethical Leadership and Implications for Citizenship Behavior

Drawing upon the career construction theory and the trait activation theory, the present study first aims to uncover the interactive effect of core self-evaluation (CSE) and ethical leadership on career adaptability. In addition, the authors examined how career adaptability mediates the interaction effect of CSE and ethical leadership on organizational citizenship behavior (OCB). Two-wave data from 156 employees were collected in a manufacturing company over a one-month interval. Results showed that ethical leadership moderated the relationship between CSE and career adaptability. Specifically, the positive relationship between CSE and career adaptability was stronger when ethical leadership was low. Moreover, career adaptability mediated the relationship between CSE and OCB, and ethical leadership moderated this indirect relationship. We discuss implications for career adaptation and organizational effectiveness.     

大学生自尊与微信成瘾：状态焦虑和网络人际信任的中介作用

摘要 为探究大学生微信成瘾的原因及其心理机制,采用自尊量表、网络人际信任量表、状态焦虑量表和微信成瘾量表对931名来自三所高校的大学生进行调查。结果表明：（1）自尊与焦虑、微信成瘾显著负相关;焦虑与网络人际信任显著负相关;网络人际信任、焦虑与微信成瘾显著正相关。（2）自尊对微信成瘾有显著的直接预测作用,而且能够通过焦虑、以及焦虑和网络人际信任的链式中介作用间接对微信成瘾产生影响。研究结果对减少大学生微信成瘾具有一定的借鉴意义。     

Self-esteem and interpersonal functioning in psychiatric outpatients

This study explored associations between self-esteem and interpersonal functioning in a one-year clinic cohort of psychiatric outpatients ( n = 338). At intake, patients completed questionnaires measuring self-esteem, interpersonal problems, interpersonal style, and general symptomatic distress. They were also diagnosed according to the ICD-10. Interpersonal behaviour was measured along the agency and communion dimensions of the Inventory of Interpersonal Problems – Circumplex [IIP-C]. The results show that lower self-esteem was associated with higher levels of interpersonal problems in general. Further, lower self-esteem was first and foremost linked to frustrated agentic motives, as measured by the IIP-C. Hence, the study concludes that fostering patient agency should be considered as an important goal in psychotherapy. Furthermore, the analyses revealed an interaction effect of agency and communion on self-esteem, indicating a need for balancing the two motive dimensions. Finally, some questions are raised concerning the interpretation of the IIP-C subscales in general.     

Self-Critical Perfectionism,Daily Interpersonal Sensitivity,and Stress Generation: a Four-Year Longitudinal Study

This study of 145 community adults examined heightened interpersonal-sadness sensitivity as a mediator of the relationship between self-critical (SC) perfectionism and stress generation four years later. Participants completed questionnaires assessing perfectionism dimensions at Time 1, baseline depressive symptoms at Time 1 and Year 3, daily negative social interactions and affect for 14 consecutive days at Month 6 and Year 3, and a contextual-threat stress interview at Year 4. Path analyses indicated that SC perfectionism predicted daily interpersonal-sadness sensitivity (i.e., greater increases in sadness in response to increases in negative social interactions) between Month 6 and Year 3. This, in turn, explained why individuals with higher SC perfectionism had greater interpersonal stress generation four years later, controlling for the effects of depressive symptoms. Findings also demonstrated that responding to negative social interactions with broader negative affect or accumulated negative social interactions did not mediate the prospective relation between SC perfectionism and interpersonal stress generation. SC perfectionism was not related to Year 4 noninterpersonal stress generation or independent stress. Findings highlight the importance of targeting interpersonal-sadness sensitivity in order to reduce the propensity of SC perfectionistic individuals to generate negative interpersonal life events several years into the future.     

Racism-related stress, Africultural coping, and religious problem-solving among African Americans

This study explored the extent to which three types of racism-related stress (i.e., individual, institutional, and cultural) would predict the use of specific Africultural coping strategies (i.e., cognitive/emotional debriefing, spiritual-centered, collective, and ritual-centered coping) and religious problem-solving styles (i.e., self-directing, deferring, and collaborative) in a sample of 284 African American men and women. The authors found that higher institutional racism-related stress was associated with greater use of cognitive/emotional debriefing, spiritual-centered, and collective coping in African American women. Findings also indicated that higher cultural racism-related stress was predictive of lower use of self-directing religious problem-solving in African American women. Moreover, higher perceived cultural racism-related stress was related to greater use of collective coping strategies in African American men. Individual racism-related stress was not predictive of any forms of Africultural coping strategies or religious problem-solving. Implications of the findings are discussed.     

On the social nature of global self-esteem: a replication study

Few researchers have considered the relationship between global self-esteem and the reflected appraisal of others in one's life, or how reflected appraisals and global self-esteem may change as a result of interpersonal feedback. In this study, the authors collected data from 110 undergraduate students on (a) their global self-esteem and the reflected appraisals of multiple others in their lives and (b) how these dimensions changed in hypothetical interpersonal-feedback situations. Results showed that participants' global self-esteem was related to the reflected appraisals of their fathers, teachers, and friends. The results also indicated that others' reflected appraisals and the individual's global self-esteem fluctuated according to the nature (i.e., positive vs. negative) of the hypothetical interpersonal feedback. Overall, the findings emphasize the social nature and regulation of global self-esteem.     

Adult attachment dimensions and specificity of emotional distress symptoms: prospective investigations of cognitive risk and interpersonal stress generation as mediating mechanisms

Three prospective studies examined the relation between adult attachment dimensions and symptoms of emotional distress (anxiety and depression). Across all three studies, avoidant and anxious attachment prospectively predicted depressive symptoms, and anxious attachment was associated concurrently with anxiety symptoms. Study 2 tested a cognitive risk factors mediational model, and Study 3 tested an interpersonal stress generation mediational model. Both cognitive and interpersonal mediating processes were supported. The cognitive risk factors pathway, including elevated dysfunctional attitudes and low self-esteem, specifically mediated the relation between insecure attachment and prospective elevations in depression but not anxiety. For the interpersonal stress generation model, experiencing additional interpersonal, but not achievement, stressors over time mediated the association between insecure attachment and prospective elevations in depressive and anxious symptoms. Results advance theory and empirical knowledge about why these interpersonal and cognitive mechanisms explain how insecurely attached people become depressed and anxious.     

中国文化下组织政治技能对个体自身的影响作用

组织政治技能是个体在组织中生存和获得职业发展的重要能力之一,也是组织行为学研究中的重要领域。研究主要从中国文化的视角,探讨组织政治技能对个体自身的影响作用。结果显示,组织政治技能与工作满意度之间存在线性关系,而非曲线关系;组织政治技能中的处世圆通和面子和谐两个维度有利于缓解工作压力,而人际敏锐可能增加个体的工作压力感;自我评价对于组织政治技能与工作压力和工作满意度之间关系的中介效应不显著;工作压力在处世圆通、人际敏锐和面子和谐三个维度与工作满意度之间起完全中介作用。这些结果表明,组织政治技能对于个体来说是非常重要的能力,可以帮助个体缓解工作压力,提高工作满意感,进而促进个体的职业发展。     

Mediator Roles of Interpersonal Forgiveness and Self-Forgiveness between Self-Esteem and Subjective well-Being

This study examined the effect of self-esteem on subjective well-being, with focus on confirmation of mediator roles of interpersonal forgiveness and self-forgiveness among a sample of 475 college students. The participants completed a questionnaire packet that includes Rosenberg Self-Esteem Scale, Heartland Forgiveness Scale, and Subjective Well-Being Scale. Results revealed that self-esteem, interpersonal forgiveness, and self-forgiveness were all significantly correlated with subjective well-being. Bootstrap results indicated that both interpersonal forgiveness and self-forgiveness partially mediated self-esteem to subjective well-being. Structural equation modeling analysis also revealed significant paths from self-esteem to subjective well-being through both interpersonal forgiveness and self-forgiveness.     

政治技能与自我效能感对职业适应能力的影响——自尊的中介作用

本研究采用问卷调查法, 以492名高校大学生为研究对象,探索政治技能和自我效能感对大学生职业适应能力的影响及自尊的中介作用。结果表明：（1）政治技能和自我效能感对个体的职业适应能力有积极影响。（2）自尊在政治技能和职业适应能力之间,自我效能感与职业适应能力之间起着双重中介作用。     

Organizational career growth and subsequent voice behavior: The role of affective commitment and gender

Although research has established a connection between career growth and turnover intentions, there continues to be a need to study how employee career growth contributes positively to organizations. In the present research, we studied in particular how employees' organizational career growth is related to voice behavior. Employing theories of social exchange, organization-based self-esteem, and psychological attachment, we developed six hypotheses pertinent to this relationship, including the mediating role of affective organizational commitment and the moderating effect of gender. We tested our hypotheses using data from 328 employees in Mainland China over three time periods. As we hypothesized, we found positive relationships between the three dimensions of organizational career growth and subsequent voice behavior. Our results also verified that these relationships are partially mediated by affective organizational commitment and partially moderated by gender.     

青少年自尊与攻击的关系：中介变量和调节变量的作用

以705名初、高中生为被试,采用量表法和同伴提名法收集数据,探讨了自尊与攻击的关系以及对二者关系可能有影响的中介变量和调节变量的作用。结果表明：（1）自尊与攻击的相关系数为-0.21,这说明低自尊与高攻击有关;（2）回归方程纳入自控后,自尊对攻击的预测在统计意义上不明显,表明自尊通过自控对攻击产生影响,自控在自尊与攻击的关系中起着中介的作用;（3）社会地位对自尊与攻击之间的关系具有调节作用,它调节着两者关系的强度;（4）社会影响对自控的中介作用具有调节作用