Investigating occupational well-being and leadership from a person-centred longitudinal approach: congruence of well-being and perceived leadership

The overall objective of this longitudinal study was to investigate the association between perceived leadership and employee well-being from a person-centred approach utilizing the principles of the conservation of resources theory (Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44, 513–524; Hobfoll, S. E. (2002). Social and psychological resources and adaptation. Review of General Psychology, 6, 307–324). First, we aimed to identify latent classes (i.e., subgroups) of employees that demonstrated similar mean levels of stability and change in occupational well-being (i.e., vigour and emotional exhaustion) across a mean time-lag of 14 months. Second, we ascertained whether employees in the latent well-being classes differed in their ratings of transformational, authentic, and abusive leadership behaviours across time. Self-report data were obtained from Finnish employees (N = 262, 88% women) working in a variety of municipal jobs. Using factor mixture modelling, four latent well-being classes were identified, indicating good (79%), low (10%), improving (8%), and deteriorating (3%) well-being. Congruence in both level and change of well-being and perceived leadership was found. That is, employees with better well-being across time reported more favourable leadership behaviours at both time points, and changes in employee well-being were reflected as changes in perceived leadership. The close relationship between perceived leadership and well-being is discussed from both a leader-centric (leadership as a resource) and a follower-centric (well-being as a resource) perspective.     

A longitudinal person-centred view on perceived employability: The role of job insecurity

The primary aim of the present 1-year longitudinal study among university employees (N = 1314) was to investigate individual development of perceived employability (PE) by utilizing a person-centred approach. Thus, we identified latent classes of PE across 1 year based on growth mixture modelling. In addition, the latent classes were characterized by perceived job insecurity and the type of employment contract and its changes over the 1-year time period. The results showed four latent classes of PE that differed in the level and the direction of mean-level changes over time. These latent classes were: (1) stable relatively high PE (n = 641); (2) unstable decreasing PE (n = 45); (3) unstable increasing PE (n = 24); and (4) stable relatively low PE (n = 603). Perceived job insecurity associated with the latent class membership of PE. That is, low levels of perceived job insecurity were associated with favourable PE classes (i.e., “stable relatively high” and “unstable increasing employability”), whereas high levels of job insecurity associated with unfavourable PE classes (i.e., “stable relatively low” and “unstable decreasing employability”). Furthermore, transitions from temporary to permanent job contract occurred more often in the favourable than in unfavourable PE classes, but transitions from permanent to temporary contract were more likely in the unfavourable classes. Thus, our study indicated a substantial amount of heterogeneity in the development of PE across 1 year.     

Interrole conflict and self-efficacy to manage work and family demands mediate the relationships of job and family demands with stress in the job and family domains

Background and objectives: This study derives from Work–Home Resources model (ten Brummelhuis, L. L., & Bakker, A. B. (2012). A resource perspective on the work–home interface: The work–home resources model. American Psychologist, 67(7), 545–556. doi:10.1037/a0027974) and Social Cognitive Theory (Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ, US: Prentice-Hall, Inc.) to investigate mechanisms responsible for the effect of job and family demands on work- and family-related perceived stress. We hypothesized that interrole conflict and self-efficacy to manage work and family demands operate either independently or sequentially transmitting the effects of demands on perceived stress. Design: A sample of 100 employees of various occupations participated in the study conducted online in two waves: Time 1 (T1) and Time 2 (T2) with a three-month interval. Method: Regression analysis with bootstrapping was applied. Results: Interrole conflict (T1) did not mediate the relationships between demands (T1) and perceived stress (T2), whereas self-efficacy (T1) mediated only those between family demands (T1) and stress (T2). However, data supported the sequential mediation hypotheses: Demands (T1) were associated with increased interrole conflict (T1) which in turn decreased self-efficacy (T1) and ultimately resulted in the elevated perceived stress at work and in the family (T2). Conclusions: Demands originating in one domain can impact stress both in the same and other life areas through the sequence of interrole conflict and context-specific self-efficacy.     

震后儿童创伤后应激障碍的症状网络演化

本研究借助网络分析方法,探讨儿童创伤后应激障碍(PTSD)症状的演化规律。以经历汶川地震的197名儿童为研究对象,在灾后4、29、40和52个月对其PTSD症状进行了历时4年的追踪测量。网络分析结果显示,闪回的中心性一直较高,而其他高中心性的症状随时间的推移发生了变化：侵入性想法和创伤线索引发生理性反应的中心性随时间推移呈上升趋势,线索引发情感反应和未来无望的中心性随时间推移呈下降趋势。本研究拓宽了学界对儿童PTSD症状学的认识, 并为建立灾后阶段性干预模式提供启示。     

A job characteristics approach to explain workplace bullying

This article analyses job characteristics as antecedents of workplace bullying, in line with the early Scandinavian research tradition. Research thus far suggests a large variety of possible job related antecedents. Recent review findings and methodological criticism, however, suggests that these findings need to be treated with caution. Warr's Vitamin model is used to summarize relevant job-related antecedents of workplace bullying. All relationships are tested simultaneously in a hierarchical regression analysis, controlling for covariates. A large and heterogeneous sample of Belgian workers is used to test the hypotheses (n = 6175). The results show that task autonomy is not significantly related to bullying. In line with earlier research, role conflicts and role ambiguity are the most important antecedents. Also (lack of) participation in decision making, (lack of) skill utilization, workload, cognitive demands, changes in the job, job insecurity, and (lack of) task-related feedback are found to be directly related to workplace bullying. These findings are discussed in the light of the literature and some suggestions for practice are formulated.     

Climatic effects on the sociocultural and psychological adaptation of migrants within China: A longitudinal test of two competing perspectives

Little is known about how climatic differences may psychologically impact individuals who migrate from one geographical area to another. A climatic demand theory perspective suggests that migration from more demanding climatic areas to less demanding climatic areas would lead to better psychological outcomes while predicting the opposite for migration from less demanding to more demanding climates. In contrast, a climatic‐fit perspective would predict that moving to areas that climatically are similar to one's home would lead to the best psychological outcomes whereas any major deviation would lead to worse outcomes. To test these competing perspectives, a longitudinal, multisite study was conducted with over 1,000 student migrants who moved from various areas in China to 12 cities. Participants’ life satisfaction and perceived stress were assessed upon arrival and at the end of the semester together with their sociocultural adaptation. Supporting the climatic‐fit perspective, multilevel analyses showed that participants reported the least stress and highest sociocultural adaptation when they migrated to host sites that were climatically similar to their homes. Conversely, individuals who migrated from very demanding to less demanding climatic regions and vice versa reported an increase in stress and lower sociocultural adaptation.     

A model statement does not enhance the verifiability approach

The present experiment investigated to what extent providing participants with a model statement influences the ability of the verifiability approach to detect deception. Participants gave a true and false statement about a negative autobiographical event, with half of the participants receiving a detailed model statement just before giving their statement. We expected false statements to include more nonverifiable and less verifiable details than true statements and that providing a model statement would increase these differences. False statements indeed included more nonverifiable details than truthful statements but did not differ in the number of verifiable details. True statements included a higher ratio of verifiable details. The model statement encouraged participants to give a longer and more detailed statement. However, it prompted participants to increase the number of included verifiable—and not nonverifiable—details, regardless of veracity. Using a model statement did not influence the discriminability of the verifiability approach.     

Olympic athletes back to retirement: A qualitative longitudinal study

ObjectiveIn this qualitative longitudinal study we assess the retirement process of Olympic athletes. We aim to evaluate the influence that following a dual career or being exclusively focused on sport can have in this process. We compare athletes' prospective views before retirement (Torregrosa, Boixadós, Valiente, & Cruz, 2004) with their retrospective accounts ten years later. This allows us to assess athletes' accuracy in predicting the process and its outcomes in relation to the trajectory followed.DesignWe designed a qualitative longitudinal study (Epstein, 2002) conducting semi-structured interviews.MethodFifteen Olympic athletes were interviewed twice. Thematic analysis was performed on the qualitative data comparing prospective views and retrospective accounts of: (a) retirement planning, (b) voluntary termination, (c), multiple personal identities, (d) availability of social support, and (e) active coping strategies.ResultsTen athletes reported positive transitions related to their favorable approach to the five categories above. Most athletes reporting positive transitions followed dual careers (i.e., parallel or convergent trajectories). Five out of fifteen athletes reported unexpected difficulties in the transition. Four of these followed a linear trajectory during their sporting career. A clear view of retirement in the prospective interviews also facilitated retirement for an athlete following a linear trajectory. While a diffuse view of retirement in the prospective interview signaled future difficulties.ConclusionResults from this qualitative longitudinal study suggest that promoting dual careers in elite sport and working on the prospective view of retirement can facilitate retirement from elite sport and the transition to an alternative professional career.     

The role of workaholism in the job demands-resources model

Background and Objectives: The present study tries to gain more insight in workaholism by investigating its antecedents and consequences using the job demands-resources model. Design: We hypothesized that job demands would be positively related to workaholism, particularly when job resources are low. In addition, we hypothesized that workaholism would be positively related to negative outcomes in three important life domains: health, family, and work. Methods: The research involved 617 Italian workers (employees and self-employed). To test the hypotheses we applied structural equation modeling (SEM) and moderated structural equation modeling (MSEM) using Mplus 6. Results: The results of SEM showed a good model where workload, cognitive demands, emotional demands, and customer-related social stressors were positively related to workaholism and work–family conflict (WFC) (partial mediation). Additionally, workaholism was indirectly related to exhaustion and intentions to change jobs through WFC. Moreover, MSEM analyses confirmed that job resources (job security and opportunities for development) buffered the relationship between job demands and workaholism. Particularly, the interaction effects were statistically significant in five out of eight combinations. Conclusions: These findings suggest that workaholism is a function of a suboptimal work environment and predicts unfavorable employee outcomes. We discuss the theoretical and practical implications of these findings.     

Learning and development of trust,acceptance and the mental model of ACC. A longitudinal on-road study

To harness the potential of advanced driver assistance systems, drivers must learn how to use them in a safe and appropriate manner. The present study investigates the learning process, as well as the development of trust, acceptance and the mental model for interacting with adaptive cruise control (ACC). Research questions aim to model the learning process in mathematical/statistical terms, examine moments and conditions when these processes stabilize, and assess how experience changes the mental model of the system. A sample of fifteen drivers without ACC experience drove a test vehicle with ACC ten consecutive times on the same route within a 2-month period. All participants were fully trained in ACC functionality by reading the owner’s manual in the beginning. Results show that learning, as well as the development of acceptance and trust in ACC follows the power law of learning. All processes stabilize at a relatively high level after the fifth session, which corresponds to 185 km or 3.5 h of driving. No decline is observable with ongoing system experience. However, limitations that are not experienced tend to disappear from the mental model if they are not activated by experience. Therefore, it is recommended that users be periodically reminded of system limitations (e.g. by intelligent tutoring systems) to make sure that corresponding knowledge nodes are activated.     

Applying the job demands–resources model to the work–home interface: A study among medical residents and their partners

Work–home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands–resources (JD-R) model was used as a theoretical framework. Using a sample of 230 medical residents and their partners, our results show that the combination of high job demands (i.e., work overload, emotional and cognitive demands) and low job resources (i.e., participation in decision making, supervisory coaching, feedback, and opportunities for development) was positively related to partner ratings of the employee's WHI. When job resources were high, most job demands were not related to WHI. These findings show that the JD-R model is a conceptual framework that can be fruitfully applied to the work–family interface, adding to our understanding of which particular job designs facilitate or prevent work–home interference.     

多变量追踪研究的模型整合与拓展：考察往复式影响与增长趋势

追踪研究当中, 交叉滞后模型可以探究多变量之间往复式影响, 潜增长模型可以探究个体增长趋势。对两类模型进行整合, 例如同时关注往复式影响与个体增长趋势, 同时可以定义测量误差、随机截距等变异成分, 衍生出随机截距交叉滞后模型、特质-状态-误差模型、自回归潜增长模型、结构化残差潜增长模型等。以交叉滞后模型和潜增长模型分别作为基础模型, 从个体间/个体内变异分解的角度对上述各类模型梳理, 整合出此类模型的分析框架, 并拓展建立“因子结构化潜增长模型(factor latent curve model with structured reciprocals)”作为统合框架。通过实证研究(早期儿童的追踪研究-幼儿园版, ECLS-K), 建立21049名儿童的阅读和数学能力的往复式影响与增长趋势。研究发现, 分离了稳定特质的模型拟合最优。研究也对模型建模思路和模型选择提供了建议。     

Dyadic longitudinal models: A critical review

In this review, we discuss the most commonly used models to analyze dyadic longitudinal data. We start the review with a definition of dyadic longitudinal data that allows relationship researchers to identify when these models might be appropriate. Then, we go on to describe the three major models commonly used when one has dyadic longitudinal data: the dyadic growth curve model (DGCM), the actor–partner interdependence model (APIM), and the common fate growth model (CFGM). We discuss when each model might be used and strengths and weaknesses of each model. We end with additional thoughts that focus on extensions to new methods being discussed in the literature, along with some of the challenges of collecting and analyzing dyadic longitudinal data that might be helpful for future dyadic researchers.     

The job demand-control(-support) model and physical health outcomes: A review of the strain and buffer hypotheses

Abstract

This review of the Job Demand-Control (JDC) model and the expanded Job Demand-Control-Support (JDCS) model and employees' physical health, focuses on the two prevalent views on these models. According to their view on the models researchers study different hypotheses: (a) the (iso)strain hypothesis, stating that the highest level of ill health is expected when the job is characterized by high demand and low control (and low social sup port), ot (b) the buffer hypothesis, predicting that control (and social support) can buffer the potential negative effects of high demands on physical health. It is argued that these hypotheses reflect theoretical distinct models, and that the practical implications associated with these models differ.

The review of 51 studies on the JDC(S) model reveals that the “strain” hypothesis predominates in studies of all-cause mortality, cardiovascular disease (CVD) related and specific non-CVD related health outcomes. In contrast, the “buffer” hypothesis is most prevalent in research on self-reported (psycho)somatic complaints. For the strain hypothesis as well as the buffer hypothesis the results are equivocal. Working in a high (iso)strain job appears to be associated with an elevated risk for cardiovascular disease and negative pregnancy outcomes, and increased (psycho)somatic complaints. Conclusions on other physical outcomes seem premature, considering the limited number of studies. The buffer hypothesis is supported in the few studies on CVD endpoints and in some studies on (psycho)somatic complaints.

A comparison of the validity of the two hypotheses is problematic, because they are mostly applied to a different set of outcomes. Furthermore, the analyses employed in the testing of the two hypotheses are of a different nature (non-linear versus linear).

The main recommendation for future research is to examine the validity of the strain and the buffer hypothesis concurrently, and to further explore the nature of the relationships.     

A bayesian approach to confirmatory factor analysis

Confirmatory factor analysis is considered from a Bayesian viewpoint, in which prior information on parameter is incorporated in the analysis. An iterative algorithm is developed to obtain the Bayes estimates. A numerical example based on longitudinal data is presented. A simulation study is designed to compare the Bayesian approach with the maximum likelihood method.Computer facilities were provided by the Computer Services Center, The Chinese University of Hong Kong.     

A longitudinal examination of the transition to symbolic communication in the second year of life

Between 10 and 24 months of age, children progress from communicating through conventional signals to communicating through symbols in a variety of situations. The present study investigates this transition analysing mother–child communication frames and the child's communicative acts, and tracing the developmental changes in both frames and communicative acts. Four children (2 girls, 2 boys) and their mothers were observed longitudinally and extensively, from 10 to 24 months of age, using a multiple case‐study method. Through the detailed investigation of these single cases, clear developmental rajectories were found, showing that conventional frames and representational gestures ‘bridge’ the transition from attentional to symbolic communication. There were significant differences between dyads and children in the developmental trajectories for several frames and communicative acts. The results not only confirm previous findings on the development of verbal and gestural communication, but provide new insights into the transition to symbolic communication in the second year of life, first because of the use of frame analysis and second because of a focus on individual trajectories in development. Copyright © 2003 John Wiley & Sons, Ltd.     

人际自立特质对大学生情绪调节策略作用的纵向研究

虽然不少学者认为人格会影响情绪调节策略的使用,但是目前尚缺乏人格与认知重评、表达抑制这两种情绪调节策略关系的纵向研究。根据人际自立与情绪关系的系列研究,假设人际自立会影响情绪调节策略的使用。采用青少年学生人际自立量表和情绪调节问卷对374名大学生进行了间隔6个月的两次调查。结果发现,人际主动、人际灵活显著预测6个月后的认知重评。这说明某些人格特质可以影响特定情绪调节策略的使用。