Positive Affect in the Midst of Distress: Implications for Role Functioning

Stress has been shown to deplete the self‐regulation resources hypothesized to facilitate effective role functioning. However, recent research suggests that positive affect may help to replenish these vital self‐regulation resources. Based on the revised Stress and Coping theory and the Broaden‐and‐Build theory of positive emotion, three studies provide evidence of the potential adaptive function of positive affect in the performance of roles for participants experiencing stress. Participants were students (Study 1), caregivers of children with illness (Study 2), and individuals recently diagnosed with HIV (Study 3). In cross‐sectional analyses, using role functioning as an indicator of self‐regulation performance, we found that positive affect was significantly correlated with better self‐regulation performance, independent of the effects of negative affect. The effects were not as strong longitudinally, however, and there was little evidence of a reciprocal association between increases in positive affect and improvements in role functioning over time. The results provide some modest support for hypotheses stemming from the Broaden‐and‐Build model of positive emotion and revised Stress and Coping theory, both of which argue for unique adaptive functions of positive affect under stressful conditions. Copyright © 2012 John Wiley & Sons, Ltd.     

Goal Commitment and Performance: An Empirical Study Incorporating Role‐Stress Literature to Reveal Functional and Dysfunctional Influences

This study integrates the goal‐commitment and role‐stress literatures in a model to reveal functional and dysfunctional influences of goal commitment on role performance. In a sample of headmasters, we found empirical support for a role‐clarifying process suggesting that high commitment reduces role ambiguity and is ultimately positive for role performance. Our model also supports the dysfunctional effect of commitment through a role‐complicating process in which commitment drives role overload, which is negative for role performance. By including self‐efficacy in our model, we were better able to understand the positive and negative experiences of highly committed individuals. Contributing to the existing literature on role stressors, this study's results indicate that self‐efficacy mediates the influences of role stressors on role performance.     

A model for the effects of job insecurity on performance,turnover intention,and absenteeism

This study investigates the effects of job insecurity on four organizationally important outcomes: in‐role behaviour, organizational citizenship behaviour, turnover intention, and absenteeism. A model is tested in which job insecurity is simultaneously a hindrance and a challenge stressor. In particular, job insecurity is proposed to have a predominantly harmful effect on performance, turnover intention, and absenteeism, and it is argued that these effects are mediated by (reduced) work attitudes. In addition, job insecurity is also assumed to affect these behaviours in the opposite way (i.e. a suppressor effect) because job insecurity might motivate employees to make themselves more valuable to the organization by working harder and being less absent. The model is tested with a sample of 136 German non‐managerial employees. Data from supervisors (i.e. in‐role behaviour and organizational citizenship behaviour), the company's personnel files (i.e. absenteeism), and self‐reports (i.e. job insecurity, work attitudes, turnover intention, in‐role behaviour, and organizational citizenship behaviour) were used. Structural equation modelling showed that a model that included both negative and positive effects fitted the data best. The negative effect was stronger than the positive effect. The results show that the effects of job insecurity are more complex than previously assumed. In addition, the results also extend previous research into hindrance and challenge stressors because they show that stressors should not be categorized as either hindrance or challenge. Instead, it might be more appropriate to conceptualize hindrance and challenge as two dimensions.     

The Crossover of Work‐Family Conflict From One Spouse to the Other1

In a secondary analysis of data from 220 women serving in the U.S. Air Force and their spouses, we examined the effects of job and family stressors on work‐family conflict (WFC) and family‐work conflict (FWC), focusing on the crossover of these experiences from one spouse to the other. We found positive relationships of WFC with both job and family stressors for wives and with job stressors for husbands. We also found that job and family stressors predicted FWC for wives, but not for husbands. Furthermore, spouse's support buffered the relationship between one's job stressors and the experience of WFC for wives but accelerated these relationships for husbands. Our findings support the bidirectional crossover of WFC from one spouse to another.     

Understanding the limits of self‐control: Positive affect moderates the impact of task switching on consecutive self‐control performance

Performing consecutive self‐control tasks typically leads to deterioration in self‐control performance. This effect can be explained within the strength model of self‐control or within a cognitive control perspective. Both theoretical frameworks differ in their predictions with regard to the impact of affect and task characteristics on self‐control deterioration within a two‐task paradigm. Whereas the strength model predicts decrements in self‐control performance whenever both tasks require a limited resource, under a cognitive control perspective, decrements should only occur when people switch to a different response conflict in the second task. Moreover, only the cognitive control model predicts an interaction between task switching and positive affect. In the present research, we investigated this interaction within a two‐task paradigm and found evidence that favored a cognitive control interpretation of the results. Positive affect only benefitted consecutive self‐control performance if response conflicts in the two tasks were different (resisting sweets followed by a Stroop task). If they were the same (two consecutive Stroop tasks), positive affect impaired self‐control performance. These effects were partially replicated in the second study that also examined negative affect, which did not affect self‐control performance. We conclude that drawing on cognitive control models could add substantially to research on self‐control. Copyright © 2013 John Wiley & Sons, Ltd.     

Turning stressors into something productive: an empirical study revealing nonlinear influences of role stressors on self‐efficacy

This study suggests that stressors can be productive for self‐efficacy and that the influence of stressors on self‐efficacy is nonlinear. Analyses were conducted with ordinary least squares regression on a dataset covering responses from 311 deans in Swedish secondary schools. Results support the hypothesized U‐shape relationship between role conflict and self‐efficacy and the inverted U‐shape relationship between role ambiguity and self‐efficacy. Thus, findings offer evidence for nonlinear effects of stressors on the level of incumbents' self‐efficacy. This research has implications for further research focused on the association between role stressors and self‐efficacy.     

Can appraisals of common political life events impact subjective well‐being?

This study examined the psychological impact of global subjective appraisals of influence exerted on people's lives by common political events. A list of 24 political events was administered to a random sample of 400 adults in Poland. Political self‐efficacy, interest in politics, perceived political social support, and political collective efficacy were also assessed as potential moderators of the link between political stress appraisals and subjective well‐being (satisfaction with life, sense on anomie, positive affect). Perceptions of the negative influence of political stressors on one's life and the life of the country were associated with concomitant variations in subjective well‐being. Among psychosocial resources, political self‐efficacy consistently moderated the influence of appraisals of political stressors on satisfaction with life and positive affect.     

Capitalising on Positive Work Events by Sharing them at Home

The authors integrate existing theory on work–family integration and interpersonal capitalisation on positive work events by examining the effects of sharing positive work events with one's spouse on employee life satisfaction. A field study was conducted with 131 employees of a large Midwestern university, who completed surveys online. Participants provided accounts of their most important positive event during the prior week and indicated whether they had shared this event with their spouse. They also retrospectively rated their positive affect and life satisfaction over the course of the study. Results based on hierarchical regression analysis indicated that having shared that event with one's spouse was positively associated with positive affect and life satisfaction after controlling for personality and event characteristics. These results were corroborated in a subsample of 99 employees whose spouses provided independent reports of whether the event was shared with them. This research reveals that sharing positive events with others has unique and significant contributions to positive affect and life satisfaction. More importantly, these findings show that the interpersonal act of sharing is effective when conducted cross‐domain: the act of sharing positive work events with family members increases positive affect and life satisfaction.     

The Effects of Positive and Negative Placebos on Human Memory Performances

Two experiments investigated the possible effects of memory-enhancing and memory-impairing placebo capsules (which participants believed to contain active drugs) on participants' performance in a delayed free recall task. In both experiments participants were randomly assigned to either control, positive, or negative placebo conditions, and their memory performance was tested prior to (baseline trial) and after (test trial) the administration of the placebo. Different patterns of results emerged for positive and negative placebos for actual memory performance measures. Whereas negative placebo produces standard placebo effects by impairing both free recall and accuracy scores on test trial, positive placebo does not affect either of these measures (null placebo effect). On the other hand, both positive and negative placebos produce standard placebo effects with respect to participants' self-reports of perceived changes in memory performance: those in the positive placebo group tend to report that the “drug” improved their performance, and those in the negative group tend to report that it impaired it.     

Positive and Negative Affects Facilitate Insight Problem‐Solving in Different Ways: A Study with Implicit Hints

This study investigates the influence of affective states on the use of implicit hints when solving insight problems. To examine this, two experiments were conducted, both with Duncker's (1945) radiation problem as an insight problem. When primed with a hint, positive affect inhibited the number of incorrect solutions generated in Experiment 1 and increased the number of correct solutions in Experiment 2. In contrast, negative affect enhanced the participants’ performance regardless of the presence of hints across the two experiments. These results indicate that positive and negative affect facilitate insight problem‐solving in different ways. It seems that positive affect implicitly prompts the acceptance of cues and broadens people's search of a problem space, and negative affect encourages people to intensively focus on solving the insight task. The results suggest a resolution of a long‐standing debate on the effectiveness of positive versus negative affect in solving a problem.     

Improving mother–child interaction in low‐income Turkish–Dutch families: A study of mechanisms mediating improvements resulting from participating in a home‐based preschool intervention program

This study examined whether the effects on cognitive and language outcomes of a recently developed home‐based educational intervention program, Opstap Opnieuw, for 4–6‐years‐old disadvantaged children could be explained by improved mother–child interaction. The present sample (n=30) was drawn from a larger sample of Turkish–Dutch families (n=181) for which in a previous study significant effects of Opstap Opnieuw were found on children's (first) language and cognitive pre‐math skill, 5 months after the program ended. The present study focused on two facets of interaction quality as possible mediators of these program effects: the mean cognitive distancing level of mothers' communication and instruction behaviour as an indicator of the cognitive and verbal stimulation provided, and the degree of cooperation as an indicator of mothers' social‐emotional support to their children. Both measures were based on systematic observation of mother–child interaction during sorting tasks. Participation in the program appeared to improve mothers' social‐emotional support behaviour substantially, but not their cognitive distancing behaviour. For Turkish (first language) vocabulary, about half of the program effect appeared to be mediated by the improved social‐emotional support. For cognitive pre‐mathematical skills, two‐thirds of the program effect appeared to be mediated by improved social‐emotional support. Mothers' cognitive distancing was moderately‐strongly related to children's vocabulary development, but did not mediate program effects. Some implications of the results are discussed. Copyright © 2004 John Wiley & Sons, Ltd.     

Direct and indirect relationship between social stressors and job performance in Greater China: The role of strain and social support

This study examined the direct relationship between two social stressors (interpersonal conflict and organizational politics) and supervisor-rated job performance among employees in three Chinese societies in Greater China. The potential moderating effects of social support on the relation between social stressors and job performance were also investigated. Further, the potential mediating role of strain between stressors and job performance was tested. Data were collected from 1032 employees in Beijing, Hong Kong, and Taipei. The results showed that both types of social stressors were positively correlated with strain, and negatively related with job performance. There was evidence supporting that social support was a significant moderator of the social stressor–performance relationship. Further, results were consistent with the hypothesis that strain could be a mediator between social stressors and job performance.     

Ordinary Social Interaction and the Main Effect Between Perceived Support and Affect

Relational regulation theory hypothesizes that (a) the main effect between perceived support and mental health primarily reflects ordinary social interaction rather than conversations about stress and how to cope with it, and (b) the extent to which a provider regulates a recipient's mental health primarily reflects the recipient's personal taste (i.e., is relational), rather than the provider's objective supportiveness. In three round‐robin studies, participants rated each other on supportiveness and the quality of ordinary social interaction, as well as their own affect when interacting with each other. Samples included marines about to deploy to Afghanistan (N = 100; 150 dyads), students sharing apartments (N = 64; 96 dyads), and strangers (N = 48; 72 dyads). Perceived support and ordinary social interaction were primarily relational, and most of perceived support's main effect on positive affect was redundant with ordinary social interaction. The main effect between perceived support and affect emerged among strangers after brief text conversations, and these links were partially verified by independent observers. Findings for negative affect were less consistent with theory. Ordinary social interaction appears to be able to explain much of the main effect between perceived support and positive affect.     

Le rôle des stresseurs sur le comportement d’innovation : Quand le leadership habilitant du supérieur protège le potentiel d’innovation des travailleurs

This study focuses on the relationship between workplace stressors and innovative work behavior. The joint analysis of the mediation process supporting this relationship as well as the influence of certain external conditions such as the moderating role of the supervisor has made it possible to highlight the dynamic that underlie the relationship between stressors and innovation behavior. Using the challenge-hindrance model, this theory proposes that challenge (i.e., role overload) and hindrance (i.e., role ambiguity and role conflict) stressors exert positive and negative indirect effects, respectively, on innovative work behavior through psychological empowerment (PE). Furthermore, empowering leadership (EL) has the potential to optimize the benefits of challenge stressors and reduce the effects of hindrance stressors on PE and indirectly on innovation work behavior. In support of these predictions, a time-lagged study of 146 employees from various Canadian firms reveals that hindrance stressors, particularly role ambiguity, are negatively related to innovative work behavior through PE. Moreover, when EL was high, the positive effects of role overload were enhanced through PE while the negative effects of role ambiguity and role conflict were attenuated. The implications of these findings for research and practice are discussed.     

Mother–infant mutual eye gaze supports emotion regulation in infancy during the Still-Face paradigm

This study was designed to examine the sequential relationship between mother–infant synchrony and infant affect using multilevel modeling during the Still Face paradigm. We also examined self-regulatory behaviors that infants use during the Still-Face paradigm to modulate their affect, particularly during stressors where their mothers are not available to help them co-regulate. There were 84 mother–infant dyads, of healthy full term 4 month old infants. Second-by-second coding of infant self-regulation and infant affect was done, in addition to mother–infant mutual eye gaze. Using multilevel modeling, we found that infant affect became more positive when mutual gaze had occurred the previous second, suggesting that the experience of synchronicity was associated with observable shifts in affect. We also found a positive association between self-regulatory behaviors and increases in positive affect only during the Still-Face episode (episode 2). Our study provides support for the role of mother–infant synchronicity in emotion regulation as well as support for the role of self-regulatory behaviors in emotion regulation that can have important implication for intervention.     

Screw Those Guys: Polarization,Empathy, and Attitudes About Out-Partisans

Empathic ability is the ability to interpret the emotional state of others. In today's highly partisan and polarized environment, empathic ability may play a key role in determining how partisans respond emotionally to changes in public policy and those helped or harmed by the policy. Utilizing Baron-Cohen et al.'s (Journal of Child Psychology and Psychiatry, 42, 241–251, 2001) “Reading the Mind in the Eyes” test to measure empathic ability, we conduct a survey experiment where we asked participants to read about a partisan individual who may lose their health insurance if the Affordable Care Act were to be repealed. We show that empathic ability shapes attitudes about people and policies, but that the effects are contingent upon the respondent's partisanship, the target's partisanship, and an interaction of the two. Empathic ability produces more positive affect and policy support among Democrats but reduces positive affect among Republicans. The divergent effects of empathic ability on Democrats and Republicans are further exacerbated when the target is an out-partisan.     

What Differentiates Employees' Job Performance Under Stressful Situations: The Role of General Self-Efficacy

The aim of this research is to verify the two-dimensional challenge–hindrance stressor framework in the Chinese context, and investigate the moderating effect of general self-efficacy in the stress process. Data were collected from 164 Chinese employee–supervisor dyads. The results demonstrated that challenge stressors were positively related to job performance while hindrance stressors were negatively related to job performance. Furthermore, general self-efficacy strengthened the positive relationship between challenge stressors and job performance, whereas the attenuating effect of general self-efficacy on the negative relationship between hindrance stressors and job performance was nonsignificant. These findings qualify the two-dimensional challenge–hindrance stressor framework, and support the notion that employees with high self-efficacy benefit more from the positive effect of challenge stressors in the workplace. By investigating the role of an individual difference variable in the challenge–hindrance stressor framework, this research provides a more accurate picture of the nature of job stress, and enhances our understanding of the job stressor–job performance relationship.     

An Influence of Positive Affect on Decision Making in Complex Situations: Theoretical Issues With Practical Implications

This article reviews evidence indicating that, in most circumstances, positive affect enhances problem solving and decision making, leading to cognitive processing that is not only flexible, innovative, and creative, but also thorough and efficient. These results have implications regarding consumers’ potential reactions to affect generated by ads, products, consumption situations, and service encounters. These cognitive effects of positive affect are considered in the context of effects on social interaction that show that positive affect leads to helping, generosity, and interpersonal understanding. Together, these findings suggest implications especially for customer satisfaction, and particularly for a role for employee positive affect, or employee satisfaction, in generating customer satisfaction. Moreover, studies specifically in the domain of medical decision making and problem solving indicate that these implications would apply to the specific areas of doctor–patient interaction, medical decision making, and medical consumer satisfaction. Finally, it is suggested that the benefits of positive affect be considered when formulating healthcare policy and be included in economic models and policy decisions more generally as well.     

The Role of Personality and Job Stressors in Predicting Counterproductive Work Behavior: A three‐way interaction

The current study examined interactive effects among personality and job stressors in predicting employees' engagement in counterproductive work behavior (CWB) defined as behavior that harms organizations or people in organizations. Survey data were collected from 932 employees and results showed significant negative relationships of agreeableness, conscientiousness, and emotional stability with CWB directed at organizations (CWB‐O) and people (CWB‐P), and significant positive relationships of interpersonal conflict and organizational constraints with CWB‐O and CWB‐P. Further, it was found that the positive relationships of interpersonal conflict with CWB‐O and CWB‐P were strongest for people of low emotional stability–low agreeableness among all emotional stability–agreeableness combinations, and that the positive relationships of organizational constraints with CWB‐O and CWB‐P were strongest for people of high emotional stability–low conscientiousness among all emotional stability–conscientiousness combinations.