Flexibility is not always adaptive: Affective flexibility and inflexibility predict rumination use in everyday life

The present study examined whether cognitive flexibility in the processing of emotional material (i.e., affective flexibility) predicts the use of rumination in response to negative events in daily life. One hundred fifty-seven undergraduate participants completed daily diaries for six consecutive days. Affective flexibility was measured with a novel task-switching paradigm using emotional pictures. Results show that affective inflexibility when switching away from processing the emotional meaning of negative material was associated with increased use of rumination in daily life. In contrast, affective inflexibility when switching away from processing the emotional meaning of positive material was related to decreased use of rumination. Importantly, affective flexibility predicted use of rumination beyond non-affective measures of executive functioning. This is the first study to show that inflexibility is not uniformly associated with increased rumination but that inflexibility in the processing of positive material can predict lower levels of rumination.     

Employee,manage thyself: The potentially negative implications of expecting employees to behave proactively

Previous research investigating proactive behaviour at work has generally focused on the ways in which proactive behaviour enables individuals and organizations to be more effective. Although it has been noted that some proactive behaviours may be undesirable or have potentially negative consequences, researchers have not examined the ‘dark side’ of proactive behaviour in any systematic way. In this conceptual paper, we explore the potentially negative individual and organizational implications of expecting employees to behave proactively. Specifically, at the individual level, we argue that expecting proactive behaviour in organizations may contribute to stress among employees and friction between proactive and less proactive employees. At the organizational level, we suggest that relying on proactive behaviour may cause harm to an organization by undermining its ability to socialize employees and foster its organizational culture, weakening its learning capability, and reducing its ability to develop future leaders. We conclude by discussing additional avenues for studies examining the potential costs of proactive behaviour for both individuals and organizations alike.     

How Individuals and Organizations Can Reduce Interpersonal Discrimination

Individuals do not always face overt, unambiguous forms of discrimination that often have legal repercussions. Rather, the current paper introduces the construct of interpersonal discrimination, a set of behaviors (e.g., increased interpersonal hostility, decreased eye contact, abbreviated interactions) that has negative implications for both individuals and organizations. For individuals, interpersonal discrimination may result in consequences such as lowered performance (2009, doctoral dissertation, Rice University). For organizations, this type of discrimination may lead to negative bottom line consequences (Journal of Applied Psychology, 91 , 2006, 579–592). Individuals and organizations can both take steps to combat this discrimination and in this article, we review these strategies. While research on some individual‐level strategies in reducing interpersonal discrimination is showing success, the research on other strategies (from allies and organizations) is sparse, and we end by encouraging such future research.     

Advancing measurement of work and family domain boundary characteristics

Recent research offers promising theoretical frameworks for thinking about the work–family interface in terms of the boundaries individuals develop around work and family. However, measures for important constructs proposed by these theories are needed. Using two independent samples, we report on the refinement of existing boundary flexibility measures. Additionally, inter-domain transitions are introduced as a theoretically sound conceptualization of the frequency with which the work and family domains come in contact. Results from Study 1 further support the existence of two flexibility factors, willingness and ability, for the work and family domains, respectively. Results from Study 2 provide evidence for the nomological network surrounding the flexibility and inter-domain transitions measures in relation to role centrality, perceptions of domain blurring, and family-supportive organizational perceptions. Also, as hypothesized, boundary flexibility predicted inter-domain transitions, and inter-domain transitions predicted work–family conflict, with additional support for several hypothesized mediated effects between these constructs.     

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.     

Redefining Creativity — Analyzing Definitions,Collocations, and Consequences

How holistically is human creativity defined, investigated, and understood? Until recently, most scientific research on creativity has focused on its positive side. However, creativity might not only be a desirable resource but also be a potential threat. In order to redefine creativity we need to analyze and understand definitions, collocations, and consequences of creativity. In this paper, we reviewed 42 explicit definitions and 120 collocations. The thematic analysis of our data reveals that the vast majority of creativity definitions do not emphasize the positive/negative aspects of the concept. Neither are the negative aspects of creativity emphasized in its numerous collocations. Thus, we propose a comprehensive definition of creativity and a three‐dimensional analytical framework for investigating its consequences, positive and/or negative. Finally, we highlight the need to move to a new era of conscientious creativity, in which all humans are considered able and wise enough to create something ethical and constructive for everyone in society.     

Person‐centred positive emotions,object‐centred negative emotions: 2‐year‐olds generalize negative but not positive emotions across individuals

Prior work suggests that young children do not generalize others' preferences to new individuals. We hypothesized (following Vaish et al., 2008, Psychol. Bull., 134, 383–403) that this may only hold for positive emotions, which inform the child about the person's attitude towards the object but not about the positivity of the object itself. It may not hold for negative emotions, which additionally inform the child about the negativity of the object itself. Two‐year‐old children saw one individual (the emoter) emoting positively or negatively towards one and neutrally towards a second novel object. When a second individual then requested an object, children generalized the emoter's negative but not her positive emotion to the second individual. Children thus draw different inferences from others' positive versus negative emotions: Whereas they view others' positive emotions as person centred, they may view others' negative emotions as object centred and thus generalizable across people. The results are discussed with relation to the functions and implications of the negativity bias.     

Transformational leadership,psychological empowerment,and flow at work

ABSTRACT

Frequent experiences of flow – an enjoyable state of optimal challenge – at work are associated with many positive individual and organizational outcomes. In our research, we examine how leaders affect subordinates’ flow experiences through subordinates’ work-related self-concept. Specifically, on the basis of self-concept theory, we propose that transformational leaders affect followers’ work-related self-concept, which we construe as followers’ psychological empowerment, consisting of the four sub-facets of meaning, competence, self-determination and impact. We further propose that psychological empowerment is positively related to flow experiences at work. In sum, we thus hypothesize that the effect of transformational leadership on employees’ flow experiences is mediated by psychological empowerment. Additionally, we propose that this indirect effect is moderated such that it is stronger for employees holding a formal leadership position. We tested the model with two two-wave questionnaire studies with employees (Study 1: N = 307 at time 1; N = 60 at time 2; Study 2: N = 611 at time 1; N = 271 at time 2) from different organizations. Path models reveal support for the mediation hypotheses in both samples but not for the moderated mediation hypothesis.     

Working for Well-Being: Uncovering the Protective Benefits of Work Through Mixed Methods Analysis

Previous research mostly defines the benefits of work as the absence of unemployment’s negative outcomes or as benefits to employers, such as increased productivity. This study uses mixed methods to investigate the ways that work can enhance the well-being of the worker. Two hundred and two participants from a rural area participated in semi-structured qualitative interviews and quantitative surveys. Participants’ qualitative discussions of work in the interviews were coded with grounded theory. The majority (74.8 %) of participants mentioned work at least once during the interview, which focused on prominent moments in their life stories, and 53.3 % of work mentions were positive. Two main themes encompassing the protective benefits of work arose: self-oriented benefits and other-oriented benefits. Each main theme was further divided into three subthemes. Self-oriented subthemes were autonomy, personal development, and empowerment; other-oriented subthemes were providing for dependents, generativity, and helping others. Participants spoke about how each of these benefits enhances their well-being and happiness. The empowerment subtheme was positively correlated with workplace integration and negatively correlated with financial strain. This study uncovered protective benefits of work that have not been addressed by previous scholarship. Qualitative data provided the flexibility to explore work-related domains for which quantitative scales do not currently exist. Work is one of the main activities of most adults, and the study of the psychological benefits of work can improve our understanding of adult well-being and happiness.     

Advancing measurement of work and family domain boundary characteristics

Recent research offers promising theoretical frameworks for thinking about the work–family interface in terms of the boundaries individuals develop around work and family. However, measures for important constructs proposed by these theories are needed. Using two independent samples, we report on the refinement of existing boundary flexibility measures. Additionally, inter-domain transitions are introduced as a theoretically sound conceptualization of the frequency with which the work and family domains come in contact. Results from Study 1 further support the existence of two flexibility factors, willingness and ability, for the work and family domains, respectively. Results from Study 2 provide evidence for the nomological network surrounding the flexibility and inter-domain transitions measures in relation to role centrality, perceptions of domain blurring, and family-supportive organizational perceptions. Also, as hypothesized, boundary flexibility predicted inter-domain transitions, and inter-domain transitions predicted work–family conflict, with additional support for several hypothesized mediated effects between these constructs.     

Shades of support: An empirical assessment of D&I policy support in organizations

In this research, we aim to develop a better understanding of the different ways in which employees can advance or resist the diversity and inclusion (D&I) policies implemented by their organization. To this end, we complement prior work by distinguishing between employees' attitudinal and behavioral opposition versus support for D&I policies. We combine these to distinguish different combinations of attitudinal and behavioral responses that characterize specific groups of employees, which we label opponents, bystanders, reluctants, and champions. In a large-scale survey study conducted among employees from seven organizations located in the Netherlands (n = 2913), we find empirical support for the validity of this taxonomy and its value in understanding the likelihood that employees advance or resist D&I policies. Furthermore, we find more convergence between attitudinal and behavioral support when employees perceive a more positive climate for inclusion. Together, these results advance existing scholarly work by providing both a theoretical account of and empirical evidence for the different ways in which D&I policies may find support or resistance from employees. In addition, our work offer practitioners a practical tool to examine the likelihood that D&I policies meet support or opposition from their employees and therefore enables them to design and implement more effective D&I interventions.     

Affective Functioning Among Early Adolescents at High and Low Familial Risk for Depression and Their Mothers: A Focus on Individual and Transactional Processes across Contexts

This study aimed to characterize affective functioning in families of youth at high familial risk for depression, with particular attention to features of affective functioning that appear to be critical to adaptive functioning but have been underrepresented in prior research including: positive and negative affect across multiple contexts, individual and transactional processes, and affective flexibility. Interactions among early adolescents (ages 9–14) and their mothers were coded for affective behaviors across both positive and negative contexts. Primary analyses compared never-depressed youth at high (n = 44) and low (n = 57) familial risk for depression. The high risk group showed a relatively consistent pattern for low positive affect across negative and positive contexts at both the individual and transactional level. In contrast to prior studies focusing on negative contexts that did not support disruptions in negative affect among high risk youth, the data from this study suggest variability by context (i.e. increased negativity in a positive, but not negative, context), and individual vs. transactional processes (e.g., negative escalation). Findings are discussed in concert with attention to affect flexibility, contextual and transactional factors.     

The roles of context and everyday experience in understanding work‐non‐work relationships: A qualitative diary study of white‐ and blue‐collar workers

The purpose of the study was to address several of the limitations of work‐non‐work research by adopting a qualitative diary methodology which explored insiders' accounts of both the positive and negative aspects of work‐non‐work relationships and examined the role of context in shaping such relationships. Daily diary data on work‐non‐work events and post‐diary interview data were collected from participants in two contrasting organizational contexts: Flexorg (N=20), a progressive local government organization and The Factory (N=18), a traditional manufacturing organization. Work‐non‐work relationships were found to be simultaneously enriching and depleting in both organizations. For Flexorg workers, work‐non‐work relationships were characterized by facilitation and time‐based conflicts. At The Factory, high spillover from work to non‐work and vice versa challenged the assumption that blue‐collar work is typified by segmentation ( Nippert‐Eng, 1995 ). The experience of work‐non‐work events was shaped by the nature of the work, the work‐non‐work culture and working patterns in both organizations. The study also identified negative spillover as a qualitatively more important problem than work‐non‐work conflict in this study, and identified a social dimension of work‐non‐work conflict which was found across organizational contexts.     

Sex is power belief and women’s mental health: The mediating roles of self-objectification and sexual subjectivity

Sex is power belief (SIPB) positively relates to self-objectification. This research aims at expanding this finding. We propose that SIPB involves an instrumental view of one’s own body (i.e., self-objectification) that leads women to experience the negative consequences classically associated with self-objectification. We further suggest that SIPB positively relates to sexual subjectivity—multidimensional sexual self-perceptions and positive sexual experiences—and that such relation counterbalances some of the negative effects of SIPB. We examine the effect of SIPB on women’s negative eating attitudes and sexual satisfaction, and test the mediating roles of self-objectification and sexual subjectivity in three studies (N1 = 121, N2 = 296, N3 = 320). Results supported our predictions that beliefs in one’s sexual power lead both to negative (via self-objectification) and positive (via sexual subjectivity) consequences for women’s mental health. The discussion focuses on the potential consequences of SIPB at both individual and collective levels.     

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.     

Organizational error management culture and its impact on performance: a two-study replication

The authors argue that a high-organizational error management culture, conceptualized to include norms and common practices in organizations (e.g., communicating about errors, detecting, analyzing, and correcting errors quickly), is pivotal to the reduction of negative and the promotion of positive error consequences. Organizational error management culture was positively related to firm performance across 2 studies conducted in 2 different European countries. On the basis of quantitative and qualitative cross-sectional data from 65 Dutch organizations, Study 1 revealed that organizational error management culture was significantly correlated with both organizational goal achievement and an objective indicator of economic performance. This finding was confirmed in Study 2, using change-of-profitability data from 47 German organizations. The results suggest that organizations may want to introduce organizational error management as a way to boost firm performance.     

A Visual Representation to Quantitate,Diagnose, and Improve Creativity in Insight Problem Solving

A new visual representation for insight problems permits 22 new quantitative measures; which leads to a detailed diagnosis of a person's (or team's) creative weaknesses; which then leads to prescribing targeted, effective counter‐techniques for each weakness. Currently, only two measures are consistently used for insight problem solving: the number of problems solved and the time to solve the problems. These coarse measurements do not reveal the intricate dynamics of solving insight problems. Furthermore, four commonly used creativity measures (i.e., fluency, originality, flexibility, and elaboration) are often not applied to insight problems. This new visualization permits the easy application of all four creativity measures. I challenge creativity researchers to help determine which of the 22 proposed quantitative measures are the most diagnostic for insight problem solving in isolation and, in a weighted linear combination, which might yield an effective quotient (i.e., overall measure) of insight problem solving ability.     

Having the will,finding the ways,and wishes for the future: A model of relational hope and well-being

Hope is a ubiquitous experience in daily life and acts as a force to help individuals attain desired future outcomes. In the current paper, we review existing research on hope and its benefits. Building on this work, we propose a new model of hope in romantic relationships. Our model seeks to expand the study of hope, addressing limitations of past research by bringing hope into the interpersonal domain and adding a future-oriented perspective. More specifically, we argue that relational hope encompasses three facets, including relational agency, relational pathways, and relational aspirations, or what we call the wills, ways, and wishes people have in their relationship. We outline specific ways that these three facets may promote well-being in romantic relationships. First, we propose that relational agency—the motivation to achieve relational goals—fuels approach-motivated goals, which in turn promotes higher quality relationships. Additionally, we posit that relational pathways—the perception of sufficient strategies to pursue relational goals—enhance self-regulation to support effective communication and conflict management with a romantic partner. Finally, we propose that relational aspirations—the positive emotions felt in anticipation of future relationship outcomes—foster growth beliefs which in turn promote relationship maintenance and commitment over time. While our model posits that relational hope has many potential benefits for relationships, we also discuss key contexts in which hope may undermine relationships and well-being. Overall, our proposed model of relational hope offers a new area of insight into how hope may shape well-being in romantic relationships.     

The multidimensionality of calling: Conceptualization,measurement and a bicultural perspective

The experience of a calling may be seen as the ultimate form of subjective career success that has many positive consequences for individuals and organizations. We are here concerned with the conceptualization of a new multidimensional measure of calling, the MCM. In the first two studies we employed a qualitative approach and came up with five core categories of the experience of a calling. Three of them could be empirically distinguished in our later quantitative studies, i.e., Identification & Person-Environment-Fit (IP), Transcendent Guiding Force (TGF), and Sense and Meaning & Value-Driven-Behavior (SMVB). We tested the reliability and validity of the MCM in two different countries (Germany and USA). Our data show that whereas TGF is most closely related to a direct calling measure, IP is more strongly related to job satisfaction. Both IP and TGF seem to have a buffering function against burnout. SMVB is endorsed most in the USA, whereas IP is endorsed most in Germany. We conclude that a multidimensional conceptualization seems appropriate in studying the experience of a calling and its consequences.     

The Consequences of Emotional Labor: Effects on Work Stress,Job Satisfaction,and Well-Being

Although early research suggested that the performance of emotional labor had deleterious effects on workers, recent empirical investigations have been equivocal. The performance of emotional labor appears to have diverse consequences for workers—both negative and positive. Variation in the consequences of emotional labor may be due to the different forms of emotion management involved. There is also evidence that the effects of emotional labor are specified by other work conditions. The effects of two forms of emotional labor on work stress, job satisfaction, and psychological distress—self-focused and other-focused emotion management—are explored using data from a survey of workers in a large organization. Results indicate that both forms of emotional labor have uniformly negative effects on workers, net of work complexity, control, and demands. Emotional labor increases perceptions of job stress, decreases satisfaction, and increases distress. Self-focused emotion management has the most pervasive and detrimental impacts. There is little evidence of interaction effects of work conditions and emotional labor.