Marital Stress, Psychological Distress, and Healthful Dietary Behavior: A Longitudinal Analysis

This longitudinal study examined the role of marital and psychological distress on healthful dietary change. A theoretical model is proposed that specified barriers to healthful dietary behavior as mediating the effect of depressive symptoms, role disagreement, inequity, and education on dietary change over time. Subjects were 97 married couples interviewed in their homes at 2 separate times. Selection in the first wave was by random area sampling based on population concentration. The findings provide evidence of the negative influence of interpersonal and intrapsychic distress on positive dietary change. For wives, marital and psychological distress and the barriers to dietary change were important factors in actual changes in dietary behavior. For both husbands and wives, higher barriers were associated with lesser positive dietary change.     

Job Control and Job Stressors as Predictors of Proactive Work Behavior: Is Role Breadth Self-Efficacy the Link?

Previous research showed that job stressors are positively related to proactive work behavior. This study examines if these relations can be generalized to supervisor-rated proactive behavior and if relations of job stressors (time pressure, situational constraints) and job control with proactive behavior can be explained by role breadth self-efficacy as an underlying mechanism. We used supervisor ratings of proactive behavior (personal initiative, taking charge) from 140 employees working in small and medium-sized companies. Multilevel path analyses supported a partial mediation model. Job control and time pressure were positively related to role breadth self-efficacy, and role breadth self-efficacy was positively related to proactive behavior. Job control had also a direct relation with proactive behavior. The relation between situational constraints and proactive behavior was not significant.     

When does transformational leadership enhance employee proactive behavior? The role of autonomy and role breadth self-efficacy

Two multisource studies address the interactive effects of personal and contextual variables on employees' proactive behavior. In line with previous work, we find positive main effects of transformational leadership, role breadth self-efficacy, and job autonomy on employee proactive behavior (personal initiative in Study 1 and prosocial proactive behavior in Study 2). As expected, a 3-way interaction qualifies these main effects: In situations of high autonomy, transformational leadership relates positively to proactive behavior for individuals high (but not low) on self-efficacy. Vice versa, in situations low on job autonomy, transformational leadership relates positively to proactive behavior for individuals low (but not high) on self-efficacy. This pattern is found both for self-ratings and peer-ratings of employees' proactive behavior in Study 1 and for supervisor ratings of such behavior in Study 2.     

组织社会化交互视角下新员工政治自我效能的动态演化及作用机制

组织政治是工作场所不可回避的客观现象,新员工是否拥有充足的自我信念来有效应对组织政治是他们快速融入组织并且提升职业竞争力的关键所在。因此,将以组织社会化的交互视角为框架,来探讨新员工政治自我效能的作用机制和动态演化过程。首先,通过质性方法对政治自我效能进行概念界定,依照严谨的心理测量方法进行量表开发与信度、区分效度检验,并构建诺莫网络来检验其构念属性;其次,构建动态演化模型,来分析新员工政治自我效能如何随着他们在组织社会化过程中的政治学习而不断进行动态演化,以及在此过程中员工个人的政治意愿和学习导向又会产生何种影响;再次,建立多层级互动模型,系统地剖析在组织社会化阶段新员工与领导、同事之间的互动过程中,新员工政治自我效能如何通过匹配路径和关系路径对工作绩效产生影响。     

Negative work reflection,personal resources,and work engagement: the moderating role of perceived organizational support

This day-level study examined the role of perceived organizational support (POS) in the context of employees’ negative work reflection during off-job time. We hypothesized that negative work reflection during off-job time should be indirectly related to reduced work engagement on the next workday through personal resources (i.e., vigour and self-efficacy) in the morning. In addition, we hypothesized that POS moderated the relationships between negative work reflection and personal resources and between personal resources and work engagement. In total, 100 employees completed one general survey and three daily surveys (in the morning, after work, and at bedtime) over five workdays. Results of multilevel path analyses showed that negative work reflection was neither directly associated with personal resources nor indirectly with work engagement via personal resources, although vigour and self-efficacy positively predicted increased work engagement. However, negative work reflection was negatively associated with self-efficacy when POS was low. POS did not predict work engagement, but moderated the relationships between personal resources and work engagement: Consistent with the resource substitution hypothesis, high levels of POS compensated for low levels of vigour and self-efficacy. Negative work reflection had a significant negative indirect effect on work engagement through self-efficacy only when POS was low.     

内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用

通过对325名员工及其领导的配对问卷调查,探讨内部人身份感知对员工创新行为的作用机制。研究发现:内部人身份感知与创新行为显著正相关;内部人身份感知与创新自我效能感显著正相关;创新自我效能感部分中介了内部人身份感知对创新行为的影响;遵从权威对创新自我效能感与创新行为之间的关系具有负向调节作用;遵从权威调节了创新自我效能感在内部人身份感知与创新行为之间的中介作用。     

Toward an integrative model of suicide attempt: a cognitive psychological approach.

Applying a cognitive approach, the purpose of the present study was to expand previous research on stress-vulnerability models of depression and problem-solving deficits, as it relates to suicide attempt. Structural equation modelling, involving latent variables, was used to evaluate (a) whether low self-esteem, a low sense of self-efficacy, loneliness, and divorce constituted vulnerability factors for the development of depression; (b) whether hopelessness and suicidal ideation mediated the relationship between depression and suicide attempt; and (c) whether problem-solving deficits mediated the relationship between the vulnerability factors and suicide attempt, separate from depression/hopelessness. A total of 123 individuals, aged 18-75 years, participated in the study (72 suicide attempters and 51 psychiatric outpatients with no history of suicidal behavior). The results indicated a two path model of suicide attempt. The first path began with low self-esteem, loneliness, and separation or divorce, which advanced to depression, and was further mediated by hopelessness and suicidal ideation which led to suicide attempt. The second path developed from low self-esteem and a low sense of self-efficacy and advanced to suicide attempt, mediated by a negative appraisal of one's own problem-solving capacity, and poor interpersonal problem-solving skills. The importance of addressing both depression/hopelessness, and problem-solving deficits when working with suicide attempters is noted.     

Are sex-role attitudes useful in explaining male/female differences in rates of depression?

This study used an untreated sample of husbands and wives to investigate the effect of a wife's employment status on her spouse's depression score. A consistency between attitudes toward appropriate sex-role behavior and actual situation was expected to enhance mental well-being. Data demonstrate that when a measure of sex-role attitudes was paired with situation, it was a significant indicator of depression scores for unemployed females. Housewives with liberal views toward sex roles felt more restricted and were more depressed than were traditional housewives. Sex-role orientation was not effective in explaining depression scores for working wives or for husbands in the sample. The findings emphasize the necessity for examining the impact of sex-role orientation on depression both by sex and by situation.     

Does inequity aversion depend on a frustration effect? A test with capuchin monkeys (Cebus apella)

Brosnan and de Waal (Nature 425:297–299, 2003) reported that if a witness monkey saw a model monkey receive a high-value food, the witness was more inclined to reject a previously acceptable, but low-value food. Later work demonstrated that this alleged inequity aversion might be due to frustration induced by switching subjects from their role as models receiving a high-value food to the role of witnesses receiving a low-value food. In the present study, pairs of female capuchins exchanged a token for either a high- or a low-value food without switching their model–witness roles. Witnesses could exchange a token for a low-value food after an adjacent model had exchanged a token for the same food (Equity Condition) or for a high-value food (Inequity Condition). Failure- and latency-to-exchange measures showed that witnesses were unaffected by the food type offered to models (no inequity aversion). Moreover, models were unaffected by their history of food type offered (no frustration). These results join earlier work suggesting that alleged inequity effects depend on frustration-induction procedures. Furthermore, inequity effects sometimes fail to emerge because frustration induction in nonhuman primates is labile. This study complied with protocols approved by the Italian Health Ministry and all procedures were performed in full accordance with the European law on humane care and use of laboratory animals.     

The attenuating effect of role overload on relationships linking self-efficacy and goal level to work performance

The reported research examines the moderating effects of role overload on the antecedents and consequences of self-efficacy and personal goal level in a longitudinal study conducted in an industrial selling context. The results indicate that role overload moderates the antecedent effect of perceived organizational resources on self-efficacy beliefs. They also show that role overload moderates the direct effects of both self-efficacy and goal level on performance, such that these relationships are positive when role overload is low but not significant when role overload is high. Further, the results reveal a pattern of moderated mediation, in which goal level mediates the indirect effect of self-efficacy on performance when role overload is low but not when it is high. Implications for theory and managerial practice are discussed.     

Self-efficacy expectations and coping with career-related events

The process of self-efficacy expectation development, coping with a difficult task, and task performance is examined using a path analytic framework. A model of this process is examined with a job interview task as a way of assessing the generalizability of self-efficacy theory to career-related behavior. Results show that self-efficacy expectation theory generalizes to a career-related task, and that emotion-focused coping mediates the relationship between self-efficacy expectations and perceived performance, but not performance as assessed by the interviewer. The importance of self-efficacy expectations and emotion-focused coping as mediating the relationship of perceived past performance and pretask anxiety with subsequent behavior and outcomes is discussed.     

Translating intentions into nutrition behaviors via planning requires self-efficacy: evidence from Thailand and Germany

A first step towards the improvement of daily dietary behaviors is forming an intention to change one's nutrition. However, an intention by itself is not sufficient for successful action. Rather, to translate intentions into behavior, careful planning is recommended. Thus, planning constitutes a mediator between the intention and the behavior. However, if a person lacks self-efficacy, this mediation might fail. Previous research in Costa Rica and South Korea has identified perceived self-efficacy as a moderator of the intention-planning-behavior relationship. To examine further the moderator role of self-efficacy, two additional studies were designed in Thailand and Germany. Study 1 surveyed 1718 Thai university students in terms of a low-fat diet; Study 2 surveyed 1140 German internet users in terms of their fruit and vegetable consumption at two measurement points in time, 6 months apart. Intentions served as predictor, planning as mediator, self-efficacy as moderator, and behaviors as outcomes. First, intentions were translated into nutrition behaviors by planning. Second, self-efficacy moderated this mediation in both studies: The strength of the mediated effect increased along with levels of self-efficacy, even when accounting for baseline behaviors. For planning to mediate the intention-behavior relation, people must not harbor self-doubts. If they lack self-efficacy, intentions are not well translated into nutrition behavior through planning.     

A motivational model for environmentally responsible behavior

This paper presents a study examining whether self-efficacy and intrinsic motivation are related to environmentally responsible behavior (ERB). The study analysed past environmental behavior, self-regulatory mechanisms (self-efficacy, satisfaction, goals), and intrinsic and extrinsic motivation in relation to ERBs in a sample of 156 university students. Results show that all the motivational variables studied are linked to ERB. The effects of self-efficacy on ERB are mediated by the intrinsic motivation responses of the participants. A theoretical model was created by means of path analysis, revealing the power of motivational variables to predict ERB. Structural equation modeling was used to test and fit the research model. The role of motivational variables is discussed with a view to creating adequate learning contexts and experiences to generate interest and new sensations in which self-efficacy and affective reactions play an important role.     

Target-related autobiographical memories affect dietary intake intentions*

ABSTRACT

Although there is evidence that autobiographical memory (AM) recall impacts behaviour in multiple domains, the mechanisms for this effect are unclear. Two experiments examined how AM Frame and Relatedness to target behaviour affect intention to control future dietary intake. Participants completed an AM task where they recalled success or fail-framed memories of behaviour in the target domain (dietary intake), a related domain (exercise), and an unrelated domain (work). Next they completed questionnaires about attitudes, self-efficacy, and behavioural intention for controlling dietary intake. In Experiment 1, Frame and Relatedness of AMs recalled did not affect attitudes or self-efficacy ratings of controlling dietary intake. However, Related AMs resulted in higher intention ratings to control future dietary intake compared to Unrelated AMs. Experiment 2 replicated these results for attitude and self-efficacy, but showed no effect on behavioural intention. A mini-meta analysis was conducted to clarify the effect of AM recall on intention. This analysis confirmed a significant effect of AM Relatedness on intention ratings (meta-analysis Cohen’s d?=?.25, Z?=?2.54, p?=?.011). These results provide evidence that recalling related AM can affect dietary behaviour intentions directly, without changes attitudes or ratings of personal control regarding dietary intake.     

Development of control-of-outcome scales and self-efficacy scales for women in four life roles

Scales to measure control-of-outcome expectancies and self-efficacy expectancies based on social comparisons were developed for adult females in the four life roles of occupation, parenting, marriage, and economic management. Internal consistency and construct validity of the scales were examined in two studies. Internal consistency estimates of six of the eight scales exceeded .70. A factor analysis within each role supported the distinction between control-of-outcome expectancies and self-efficacy expectancies. Construct validity was supported by finding the hypothesized relations between the developed scales and standard measures of self-esteem, depression,and locus of control. As hypothesized, the developed scales accounted for unique portions of the variance in role-specific coping orientation and role stress. Specifically, control-of-outcome expectancies predicted active or passive coping orientation in the personal roles of parenting and marriage. It was concluded that the developed scales might have utility for understanding coping and experienced stress in various life roles.     

朋友支持与大学生幸福感：自我效能感的中介与社会比较倾向的调节

为探讨朋友支持与幸福感的关系,并重点关注自我效能感和社会比较倾向在其中所起的作用,该研究采用总体幸福感量表、一般自我效能感量表、社会比较观念量表和朋友支持评价量表对776位大学生进行施测。结果表明：（1）朋友支持正向预测大学生幸福感;自我效能感在两者间起中介作用;（2）社会比较倾向调节了社会支持→自我效能感→幸福感的后半段,即相对于高社会比较倾向的大学生而言,自我效能感对低社会比较倾向大学生的幸福感促进作用更强。该结果揭示了朋友支持影响大学生幸福感的内在机制：朋友支持和大学生幸福感之间是有调节的中介关系,朋友支持通过自我效能感影响幸福感,社会支持对间接效应起调节作用。     

团队沟通、工作不安全氛围对创新行为的影响:创造力自我效能感的调节作用

采用问卷调查法,以国内十三家大型企业集团75个工作团队共334名团队成员为研究对象,运用分层线性模型分析技术,探讨了团队沟通、工作不安全氛围对团队成员创新行为的影响,以及创造力自我效能感对此关系的调节作用.结果表明,团队沟通、工作不安全氛围对团队成员创新行为有倒U形的影响;创造力自我效能感调节团队沟通、工作不安全氛围与团队成员创新行为之间的关系:员工的创造力自我效能感越高,团队沟通、工作不安全氛围对团队成员创新行为的倒U形影响越小.     

Development of Control-of-Outcome Scales and Self-Efficacy Scales for Women in Four Life Roles

Scales to measure control-of-outcome expectancies and self-efficacy expectancies based on social comparisons were developed for adult females in the four life roles of occupation, parenting, marriage, and economic management. Internal consistency and construct validity of the scales were examined in two studies. Internal consistency estimates of six of the eight scales exceeded .70. A factor analysis within each role supported the distinction between control-of-outcome expectancies and self-efficacy expectancies. Construct validity was supported by finding the hypothesized relations between the developed scales and standard measures of self-esteem, depression, and locus of control. As hypothesized, the developed scales accounted for unique portions of the variance in role-specific coping orientation and role stress. Specifically, control-of-outcome expectancies predicted active or passive coping orientation in the impersonal roles of occupation and economic management, whereas self-efficacy expectancies predicted active or passive coping orientation in the personal roles of parenting and marriage. It was concluded that the developed scales might have utility for understanding coping and experienced stress in various life roles.     

Predictors of mental distress and poor physical health among homeless women

Abstract

We tested a latent variable path model in which situational, personal, and social resources predicted several mediators and the key health outcomes of mental distress and poor physical health among 871 homeless women. Mental distress was predicted by risky sexual behavior, less social support, avoidant coping, less self-esteem, client abuse history, social support from deviant sources, less drug self-efficacy and health care utilization. Poor physical health was predicted by a client abuse history, less drug self-efficacy, fewer perceived rewards for drug use, higher perceived costs for drug use, and a doctor visit. Current risky sexual behavior was predicted by a parent drug abuse history, less drug self-efficacy, and more social support from deviant sources. Current drug use was predicted by parent drug abuse history, less drug self-efficacy, more social support from deviant sources and by high perceived costs for drug use. Implications of results for intervention and theory are discussed.     

Self-Efficacy in Eliciting Social Support and Burnout Among Secondary-School Teachers

A nonrecursive model with relationships between perceived lack of social support, perceived self-efficacy in eliciting support at the workplace, and the 3 successive burnout dimensions–emotional exhaustion, depersonalization, and personal accomplishment–was tested in a sample of 277 secondary-school teachers in The Netherlands. Results showed that teachers' perceived lack of support from colleagues and principals had a significant effect on their self-efficacy beliefs in eliciting support from them, while these self-efficacy beliefs were shown to predict their level of burnout. The hypothesized feedback loop was also confirmed: Teachers' level of burnout predicted the extent to which they feel lack of support. An additional effect of the personal-accomplishment dimension of burnout on perceived self-efficacy was suggested. It was concluded that perceived self-efficacy in eliciting support at the workplace is a usable construct in the prediction of teacher burnout. Future directions in research are suggested.