Does sex moderate the relationship between anxiety and pain?

Objectives : Sex differences exist in the relationship between anxiety and pain, although findings are mixed. One reason could be because a number of anxiety measures have been used. Therefore, this study aimed to identify the core components within commonly used pain anxiety measures, and see whether these components are differentially related to sensation and pain thresholds in men and women.

Design, main outcome measures : One hundred and eighty-nine healthy adults (119 female) completed the Fear of Pain Questionnaire, Pain Catastrophising Scale, Pain Anxiety Symptoms Scale, Anxiety Sensitivity Index-3 and the Depression Anxiety Stress Scale. Thermal sensation and pain thresholds, mechanical sensation and pressure pain thresholds were also collected.

Results : A Principal Components Analysis of anxiety measures revealed three constructs: general distress, cognitive intrusion and fear of pain from injury/insult. Sex did not moderate the relationship between these anxiety constructs and sensation/pain thresholds. However, a significant main effect of sex was found to predict thermal pain thresholds.

Conclusion : Preliminary indications suggest that pain anxiety dimensions can be reduced to three core constructs, and used to examine pain sensation. However, sex did not moderate this relationship. Further research is required to establish the extent and strength of sex differences in the relationship between anxiety and pain.     

Does Work-Home Interference mediate the relationship between workload and well-being?

Drawing on the Effort-Recovery (E-R) model, the current study investigated to what extent Work-Home Interference (WHI) mediated the relationship between workload and two indicators of well-being, that is, (a) affective well-being (i.e., work-related negative affect and depressive mood) and (b) subjective health (i.e., health complaints). In Part I of this study, Structural Equation Modeling (SEM) was used to test several competing models of mediation—full, partial, or no mediation—in three homogeneous samples (166 medical residents, 194 child care workers, and 224 bus drivers). In Part II of this study, we cross-validated the best fitting model in an independent heterogeneous sample (1421 Dutch workers). The results provided support for the E-R model in that WHI played a significant role in mediating the impact of workload on workers’ well-being. WHI fully mediated the relationship of workload with depressive mood and health complaints, and partially mediated the relationship with work-related negative affect. This differential role of WHI indicates that WHI might play a more crucial mediating role with respect to general (context-free) indicators of well-being than with respect to work-related indicators of well-being. In general, the findings of the current study suggest that workload exerts its negative effects on well-being (at least partly) through a process of spillover of negative load-effects that impede recovery during the non-working hours.     

Does paternalistic leadership promote innovative behavior? The interaction between authoritarianism and benevolence

We theorize about the separate and interactive effects of the two primary elements of paternalistic leadership: authoritarianism and benevolence. Accordingly, we test a mediating mechanism through which these components of paternalistic leadership stimulate employee innovative and knowledge‐sharing behaviors. A multi‐source and multi‐level study involving 302 employee‐supervisor‐peer triads in 60 Chinese technology‐based organizations supported the association between the interaction of benevolent and authoritarian leadership and employee affective trust, innovative behavior, and knowledge sharing. Moreover, affective trust mediated the interaction of benevolence and authoritarianism on employee innovative behavior and knowledge sharing. We suggest that, the two constructs underlying paternalistic leadership might promote employee breakthrough behaviors across cultures. That is, their demanding and yet selfless stance turns authoritarian‐benevolent leaders into prototypes of the followers' aspirational social identity.     

Does multicultural personality moderate the relationship between cross-group friendship and allophilia?

ABSTRACT

Contact research has well documented the beneficial effects of cross-group interactions in general, and friendship potential in particular, in promoting positive attitudes toward outgroups. Yet, most of the studies to date have mainly focused on reducing negative attitudes and prejudice. Extending emerging attempts in social and psychological research to understand positive outgroup orientations, the present study aimed to investigate the relationship between cross-group friendship and allophilia (i.e., positive outgroup attitudes) in a sample of 406 American undergraduates. The study also examined whether individual differences in multicultural personality play a moderating role in this relationship. Findings revealed that cross-group friendship was positively associated with allophilia, and that the relationship was stronger for individuals who scored low on open-mindedness and high on social initiative. The present study highlights the important role of multicultural personality in the linkage between close cross-group interactions and positive outgroup attitudes.     

When victims become culprits: The role of subordinates’ neuroticism in the relationship between abusive supervision and workplace deviance

Drawing upon the General Aggression Model, we examined the role of subordinates’ neuroticism in strengthening the relationship between abusive supervision and workplace deviance. Results revealed that Time 1 abusive supervision was positively related to Time 2 personnel records of workplace deviance measured 18 months later. Further, subordinates’ neuroticism moderated this relationship. Specifically, there was a stronger positive relationship between abusive supervision and workplace deviance for employees with high as opposed to low levels of neuroticism. These findings highlight the need to account for the role of individual differences in influencing subordinates’ responses to supervisor hostility. Theoretical and practical implications are discussed.     

Does positive team mood mediate the relationship between team climate and team performance?

We tested whether the relationship between a team climate of support from the organization and team performance is mediated by positive team mood. Recent research has shown that this team climate facet is related to team performance, but we do not have any empirical evidence about the mechanisms involved in this relationship. The study sample was composed of 59 bank branches, and a longitudinal design with three data-collection points was implemented. The results showed that a team climate of support from the organization was positively related to positive team mood, which in turn was positively related to team members' ratings of team performance.     

Does personality moderate the link between women’s testosterone and relationship status? The role of extraversion and sensation seeking

Research shows that testosterone (T) is lower among partnered women, but not for women with a more unrestricted sociosexuality. There are fundamental personality traits, which are indices of mating effort and might moderate the association between T and relationship status. Two such traits are extraversion (E) and sensation seeking (SS). The present study tests if E and SS moderate the association of women’s T with relationship status and parental care. Seventy-three Portuguese women completed a short form of the NEO-FFI and the Sensation Seeking Scale (SSS-V). Salivary T was assayed using luminescence immunoassays. Being involved in a committed relationship was related to lower T for the total sample, and for the subgroups low in E and SS, but not for the subgroups high in E and SS. Parental care was related to lower T in the subgroup low in E, and marginally in the subgroup low in SS. In multivariate analyses, only relationship status predicted T in the total sample and in the subgroups low in E and SS. The results were not confounded by age and oral contraception. These results provide support for lower T being important for monogamous pair bonding rather than for being partnered per se.     

Does sensitivity to criticism mediate the relationship between theory of mind and academic achievement?

This study adds to the growing research on school outcomes associated with individual differences in preschoolers’ theory of mind skills by considering whether “costs” of theory of mind (e.g., sensitivity to criticism) actually help to foster children’s academic achievement. A group of 60 Italian children was tested during the last year of preschool (Time 1, mean age = 5 years 6 months) and in their first year (Time 2, mean age = 6 years 5 months) and second year (Time 3, mean age = 7 years 5 months) of primary school. Children’s theory of mind, verbal ability, and social skills were evaluated at each time point. In addition, children’s sensitivity to teacher criticism was assessed at Time 2 and teachers’ ratings of children’s academic achievement were gathered at Time 3. Mediation analyses showed that, independent of verbal ability and social skills, sensitivity to criticism at Time 2 mediated the association between theory of mind at Time 1 and academic achievement at Time 3. These findings highlight the importance of investigating the educational consequences of individual differences in preschoolers’ theory of mind.     

Who wants to learn harder? The relationship between conservatism and liberalism,desirable difficulties,and academic learning

Social Psychology of Education - Previous work has shown that challenging learning strategies like desirable difficulties improve long-term learning. Nonetheless, because they might be regarded as...     

Does personality moderate the relationship between stress and health behavior? Expanding the nomological network of the five-factor model

The present study tested the hypothesis that personality would moderate the stress to health behavior relationship. Using a community sample, 706 adults (Mean age = 37 years) were administered a set of five-factor model adjective rating scales, measures of stress and distress (i.e., negative life stress, physical symptom intensity, negative mood), health behaviors, as well as a demographic questionnaire. Using hierarchical multiple regression, Openness to Experience, Extraversion, and Neuroticism were found to moderate the stress to health behavior relationship. Supplementary analyses were conducted to determine if the five-factors would also moderate a life event to distress relationship. While several main effects were found, Conscientiousness was found to buffer the stress to distress connection. The factors that may influence both moderator models, suggestions for integration, and future research are discussed.     

Does subjective well-being show a relationship between parents and their children?

The relationship between the subjective well-being of parents and their own 12–16-year-old children was explored in a Spanish sample of N = 266 families. A positive relationship was expected due to both a shared environment and the possibility of the genetic transmission of subjective well-being ‘set-points’. A positive significant relationship was found for the summated scale of satisfaction domains forming the Personal Well-being Index, and for the specific domains of health and security for the future. However, no relationship was found for the other five domains that make up this Index or for satisfaction with life as a whole. We conclude while these results provide some evidence for the expected influence of a shared environment, they have failed to provide evidence for high heritability of set-points for subjective well-being.     

Does human capital matter? A meta-analysis of the relationship between human capital and firm performance

Theory at both the micro and macro level predicts that investments in superior human capital generate better firm-level performance. However, human capital takes time and money to develop or acquire, which potentially offsets its positive benefits. Indeed, extant tests appear equivocal regarding its impact. To clarify what is known, we meta-analyzed effects drawn from 66 studies of the human capital-firm performance relationship and investigated 3 moderators suggested by resource-based theory. We found that human capital relates strongly to performance, especially when the human capital in question is not readily tradable in labor markets and when researchers use operational performance measures that are not subject to profit appropriation. Our results suggest that managers should invest in programs that increase and retain firm-specific human capital.     

Pregnancy in the workplace: Does pregnancy affect performance appraisal ratings?

Archival data were collected to examine bias effects in performance evaluation related to employee pregnancy. Prior survey research has suggested that many supervisors and co-workers hold negative views of pregnant employees. Performance appraisal ratings were collected before, during, and after pregnancy for employees taking maternity leave over a four year time frame. In addition, data was also collected from randomly selected control subjects, which were matched on job title and observation period. Contrary to expectations, performance appraisal ratings were found to increase during pregnancy when compared to before ratings and control group ratings. Potential explanations as well as suggestions for further research are discussed.     

Does habit weaken the relationship between intention and behaviour? Revisiting the habit‐intention interaction hypothesis

Habitual behaviours are elicited when a familiar context activates cue‐behaviour associations that have been learned through previous performance. A core hypothesis within habit theory is that, by virtue of its automaticity, habit weakens the impact of intention on action, such that in facilitating conditions, action will be guided more by habit than momentary intentions. This has led to recommendations that habit formation be harnessed as a mechanism for sustaining desirable behaviour over time, when people would otherwise relapse due to loss of motivation. This article reviews theory and evidence around the hypothesized interaction between habit and intention as determinants of behaviour. We first qualify the hypothesis by clarifying that it pertains only to determinants of the instigation of action, rather than execution. Next, drawing on a systematic review of 52 behaviour‐prediction studies, we highlight mixed empirical support for the interaction. We argue that ostensibly inconsistent findings can be reconciled by recognizing the distinction between the direction and strength of intention, and identifying the “facilitating conditions” that may determine the relative influence of habit and intention on behaviour. Evidence demonstrates that when self‐control is diminished, people act habitually regardless of intention direction or strength. When people possess self‐control, habits can help people to act on favourable but weakened intentions, but intentions that oppose habitual tendencies can override habitual influence. This has important implications for behaviour change: even if habit has formed, a minimal level of favourable conscious motivation may be required to sustain behaviours over time. Social psychology might fruitfully move beyond asking whether habit moderates the intention‐behaviour relationship, and instead probe how and in which conditions habits and intentions interact.     

Relationship between organizational justice and cyberloafing in the workplace: has "anomia" a say in the matter?

Anomia describes the individual's lack of integration in social life. This study examines the moderating role of work anomia (WA) in the relationship between employees' perceptions of organizational justice (OJ) and workplace Internet misuse (or cyberloafing). The model suggests that WA interacts with that link by tightening their theoretic negative association. Data were collected from 270 (17.46%) of the 1,547 teachers of a Spanish university by Internet e-mail. Multiple hierarchical regression results support that WA acts as a moderator of the OJ-cyberloafing link because the perceptions of three types of OJ (distributive, procedural, and interactional) among employees with low, as compared to high anomia, have a stronger negative relationship with cyberloafing. The findings contribute to a better understanding of the OJ-cyberloafing link, and favor the control of cyberloafing through WA.     

What is the role of narcissism in the relationship between impulsivity and driving anger expression?

The contributing factors of aggressive driving have been studying in the last decades. Both impulsivity and narcissism are associated with aggressive driver behaviors. Although the role of these two factors were examined in the same studies, the combined role of these two factors hasn’t been studied yet. To understand the combined effect of them, in the present study, the moderated mediation model for examining the relationships of narcissism, impulsivity, and aggressive driver behavior was developed and tested. Three hundred and four participants completed an online survey battery comprised of Demographic Information Form, Five-Factor Narcissism Inventory-Short Form, Barrat Impulsiveness Scale- Short Form, and Driving Anger Expression Inventory. The moderated mediation analyses were conducted using PROCESS macro developed by Hayes and Preacher (2013). The results revealed that only the relationship between vulnerable narcissism and the use of vehicle to express anger is mediated by attentional impulsiveness. Also, this relationship is moderated by grandiose narcissism. In detail, grandiose narcissism moderates the direct effect of vulnerable narcissism on attentional impulsivity and also the direct effect of attentional impulsivity on the use of vehicle to express anger. Theoretical and practical implications of these findings and recommendations for future studies are discussed.     

When are workload and workplace learning opportunities related in a curvilinear manner? The moderating role of autonomy

Building on theoretical frameworks like the Job Demands Control model and Action Theory we tested whether the relationship between workload and employees' experiences of opportunities for workplace learning is of an inverted u-shaped nature and whether autonomy moderates this relationship. We predicted that – at moderate levels of autonomy – workload was positively associated with learning opportunities at low levels of workload, but negatively at high levels of workload. Also, we predicted that low autonomy prevents positive effects of moderate workload from materializing whereas high autonomy makes high workload less destructive to the learning process. Furthermore, we examined whether learning opportunities increase particularly as a function of higher matched levels of workload and autonomy and whether mismatch between workload and autonomy is particularly detrimental to the learning process. We found support for these ideas in two large and heterogeneous samples of working adults using moderated and polynomial regression analyses and subsequent response surface methodology. These results integrate conflicting prior findings and extend Karasek's (1979) active learning hypothesis. They also have clear implications for job redesign practices aiming to promote workplace learning opportunities.     

Is empathizing in the E–S theory similar to agreeableness? The relationship between the EQ and SQ and major personality domains

This study investigated the relationship between the Empathy Quotient (EQ) and Systemizing Quotient (SQ) and major personality domains (Neuroticism, Extraversion, Openness to Experience, Agreeableness, Conscientiousness, and Honesty–Humility) using two personality questionnaires: the NEO-FFI and the HEXACO-PI. Participants who responded were 1382 university students for the NEO-FFI, and 842 for the HEXACO-PI, with the EQ and SQ. The results showed almost no relationship between the EQ and SQ and the five-factor personality domains of the NEO-FFI. The regression analysis showed that the NEO-FFI explained only 2–3% of the variance of the EQ/SQ, while in the domains of the HEXACO-PI extraversion moderately correlated with the EQ (r = 0.32) and openness showed the highest correlation with the SQ (r = 0.44). The regression analysis showed that the HEXACO-PI explained 22% of the variance of the EQ and 28% of the variance of the SQ. The strong relationship between the EQ and agreeableness, which was reported as r = 0.75 by Nettle (2007), was hardly found in the results of the NEO-FFI (r = 0.16) and HEXACO-PI (r = 0.17). These results suggest that that empathizing and systemizing, as one-dimensional constructs, are not substantially related to personality, although some weak relationship might be observed between the EQ/SQ and some personality domains.     

Does equity sensitivity moderate the relationship between effort–reward imbalance and burnout

The model of effort–reward imbalance (ERI) received considerable research attention in the job stress literature. However, very scarce research investigated individual differences as moderators between ERI and stress. The present study is aimed at examining the combined effects of ERI, overcommitment (OVC), and the interaction between ERI and overcommitment on burnout (i.e., emotional exhaustion, cynicism, and inefficacy) and the moderating role of equity sensitivity. A questionnaire measuring ERI, burnout, and equity sensitivity was administered to 159 employees. Regression analyses were conducted to test the proposed relations and moderating hypotheses. ERI was negatively related to inefficacy and overcommitment was positively related to emotional exhaustion and cynicism. In addition, equity sensitivity was found to moderate the effect of overcommitment on emotional exhaustion and inefficacy. The findings emphasize the detrimental effect overcommitment may have on employee's mental health and suggest that the ERI model components may be closely related to perceptions of organizational justice.     

Why are materialists less happy? The role of gratitude and need satisfaction in the relationship between materialism and life satisfaction

Materialism has been consistently related to lower levels of life satisfaction. We suggest that one reason for this negative relationship may be that high materialists find it harder to be grateful, and lower levels of trait gratitude may be related to unmet psychological needs. 246 undergraduate marketing students (129 female) completed self-report dispositional measures of materialism, gratitude, need satisfaction, and life satisfaction via online questionnaire. Statistical mediation analyses were performed using conditional process modeling. Consistent with predictions, gratitude and need satisfaction mediated the relationship between materialism and decreased life satisfaction in-sequence. Gratitude was also a direct mediator, whereas need satisfaction played an indirect role through its relationship with gratitude. Results may shed light on why those high in materialism are less happy than those low in materialism, and suggest possibilities for interventions to increase life satisfaction.