Do positive children become positive adults? Evidence from a longitudinal birth cohort study

BACKGROUND: Little is known about the long-term consequences of positive wellbeing in childhood in the general population. We used the MRC National Survey of Health and Development (the British 1946 birth cohort) to test associations between adolescent positive wellbeing and social functioning in midlife. METHOD: Temperament and behaviour at ages 13 and 15 years were rated by school teachers on a range of criteria. These mostly referred to absence or presence of conduct and emotional problems, but four items allowed positive ratings: 'very popular with other children', 'unusually happy and contented', 'makes friends extremely easily' and 'extremely energetic, never tired'. In addition, at age 16 years survey members self-completed the Maudsley Personality Inventory, from which a summary measure of extraversion was derived, as this was previously found to be associated with midlife positive wellbeing in this cohort. RESULTS: Being a happy child, defined as receiving at least two of the above teacher ratings, was positively associated with midlife functioning and wellbeing, specifically a low probability of lifetime emotional problems, a high frequency of contact with friends or relatives, engagement in social activities, and to a lesser extent feeling satisfied with accomplishments in working life. These associations were independent of father's social class, childhood cognition, educational attainment, and midlife occupational social class. There were no independent associations between being a happy child and educational or occupational attainment, being married, engagement in prosocial activities, taking leadership in community activities, and with life satisfaction in general or with family life. Extraversion was associated with a low probability of lifetime emotional problems, high engagement in social activities, being married, general midlife life satisfaction, and satisfaction with family life, but not with social contact, prosocial activity, leadership activity, or work satisfaction. While childhood conduct and emotional problems were associated with few of the social and life satisfaction outcomes, the former were negatively associated with educational and occupational attainment, and positively with divorce, whereas the latter were negatively associated with being married. CONCLUSIONS: Prospectively rated childhood wellbeing has long-term beneficial links to adult functioning; our results also support the view that positive wellbeing has a unique impact on these outcomes, and does not merely represent the absence of mental ill-health.     

Dead end jobs or a path to economic well being? The consequences of non-standard work among people with disabilities

How do non-standard jobs affect the economic well-being of workers with disabilities, and what happens when non-standard workers use disability lawsuits to challenge discrimination and improve their economic opportunities? This study uses data from the Current Population Survey, the Survey of Income and Program Participation, and a Lexis search of legal cases to help answer these questions. Temporary employment, independent contracting, and part-time employment are almost twice as likely among workers with disabilities as among those without disabilities. Non-standard workers with disabilities receive lower pay and fewer benefits due both to the types of job they hold, and disability gaps within job types, which contribute to their high poverty rates. They would continue to have high poverty rates even if these pay gaps were eliminated, however, because they work fewer hours than non-standard workers without disabilities and are concentrated in lower-paying occupations. In attempting to improve their opportunities through disability lawsuits, non-standard workers prevail in only a small minority of cases. Several policy implications of the lawsuits and survey data are discussed. Copyright © 2002 John Wiley & Sons, Ltd.     

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.     

The Baby Boomer bias: The negative impact of generational labels on older workers

While generational labels (e.g., Baby Boomers) are popular in the media, few studies have explored whether using these labels leads to discrimination against older workers. Using an inbox task, we examined whether the label “Baby Boomer” led older workers to be viewed more negatively than the label “older employee” in four workplace scenarios. Data were collected from 304 management students (mean age = 30.92 years, SD = 9.21). Individuals identified as Baby Boomers were viewed more negatively across all four different scenarios and this effect was modified by social dominance orientation and power distance orientation in the hiring scenarios. Overall, our results suggest the use of generational labels such as Baby Boomers may negatively impact the workplace experiences of older workers.     

Impact of Working Time Mismatch on Job Satisfaction: Evidence for German Workers with Disabilities

This study examines the impact of working time mismatch (i.e. the discrepancy between actual and desired working hours) on individuals’ job satisfaction by disability status in Germany. Our particular interest is in testing the assumption that working time mismatch is a more serious problem among workers with disabilities as compared to workers without disabilities, especially concerning the presence of overemployment. Using longitudinal data from the German Socio-Economic Panel (1985–2011), we estimate a “Probit Adapted OLS” model which allows us to identify the factors affecting job satisfaction for people without and with disabilities. The results indicate that all workers suffering from working time mismatch are more likely to report lower levels of job satisfaction compared to those who actually work their desired hours. In addition, all selected groups of females with disabilities prefer lower hours of work per week compared to females without disabilities. Although overemployment is clearly more harmful in terms of job satisfaction than underemployment for all workers, its impact is even higher for females with disabilities as compared to their non-disabled counterparts. From a public policy perspective, these findings show the importance of reducing working time mismatch in general and overemployment in particular among females with disabilities in order to increase their levels of job satisfaction.     

Career adaptability,hope and life satisfaction in workers with intellectual disability

The unpredictable and unstable current work market is impacting in particular at-risk workers, such as individuals with disability. Based on Life Design approach, the present study focused on two variables, career adaptability and hope, relevant to coping with the current work context and their role in affecting life satisfaction. A partial mediational model between career adaptability and life satisfaction, through agency and pathway (hope), was tested. 120 (60 women and 60 men) adult workers with mild intellectual disability were involved. Results provided support for the model. Specifically, career adaptability indirectly, through agency and pathway, predicted life satisfaction. These results have important implications for practice and underscore the need to support workers with disability in their life design process.     

Relationship of Adult Representations of Childhood Parenting and Personality Tendencies to Adult Stressors and Political Ideology

Undergraduate students in a Southeastern US University (n = 232) responded to an inventory that included retrospective measures of their parents’ style of parenting (authoritarian vs. authoritative) and their own childhood psychological tendencies (insecurity vs. confidence), as well as their adult stressors and political orientation. Authoritative parenting positively correlated with childhood confidence and negatively correlated with both childhood insecurity and adult stressors. Conversely, authoritarian parenting was positively associated with childhood insecurity and adult stressors but was not significantly correlated with childhood confidence. For the most part, parenting styles, early childhood tendencies, and adult stressors were unrelated to adult political ideology, contrary to previous longitudinal research reporting these connections.     

The Life Satisfaction of Dual-Earner Mothers and Fathers: Does Flexible Scheduling Matter?

Work and family scholarship emphasizes flexible scheduling policies as a key solution to the challenges faced by workers navigating the work–family interface. Despite making life easier for workers, very little research has considered how such policies relate to life satisfaction, especially in terms of how gender comes into play. This study examines how both the availability of flexible scheduling options and the actual use of such policies are differentially related to the life satisfaction of dual-earner mothers and fathers. To address this research question, we use data from the National Study of the Changing Workforce conducted in the United States (N = 211 dual-earner fathers and 284 dual-earner mothers). Results show that flexible scheduling availability is unrelated to the life satisfaction of fathers and mothers. In contrast, flexible scheduling use is significantly and positively related to life satisfaction for dual-earner mothers, but negatively related to the life satisfaction of dual-earner fathers. Explanations for these findings are discussed.     

WOMEN'S HOSTILITY TOWARD WOMEN

Three studies investigating the self-report correlates of women's hostility toward other women were conducted among a total of 477 college women. In Study 1, hostility toward women was negatively associated with both personal and collective self-esteem and positively associated with hostility toward men, controlling for state anger. In Study 2, hostility toward women was negatively associated with self-efficacy and age and positively associated with emotional dependence on men, but not with self-identification as a feminist or support of the feminist movement. In Study 3, women's hostility toward women was negatively associated with measures of intimacy and life satisfaction and positively associated with acceptance of interpersonal violence. We suggest that women's hostility toward other women not only is an important aspect of women's personal satisfaction, happiness, intimacy, and self-esteem, but also may serve as a barrier to women's progress as a group.     

Factors Influencing the Inflation of Task Performance Ratings for Workers With Disabilities and Contextual Performance Ratings for Their Coworkers

Contrary to many myths regarding their potential performance, workers with disabilities generally receive performance ratings similar to their nondisabled coworkers. However, their ratings possibly may be inflated above their actual performance levels. In a laboratory experiment, we constrained the performance of a worker with a disability to an extremely low level and assessed the effects of helping behavior, presence and type of disability in the worker, and the perceived attributions of controllability of the disability on task performance ratings for the workers with disabilities and on contextual performance ratings for their coworkers. We found that the perception that a worker is not responsible for the onset of a disability and that having any disability, regardless of type, artificially inflates task performance ratings. We also found inflated contextual performance ratings for coworkers who work with persons who are perceived as being responsible for the onset of their own disability.     

Older Workers with Disabilities: Job Satisfaction Differences in the Public and Private Sectors in Europe

This study analyzes the differences in job satisfaction of older European people (aged 50-64), with or without disabilities, who are employed in either the public or the private sector. Using the data taken from the Survey of Health, Ageing and Retirement in Europe (SHARE) for the years 2004, 2007 and 2011, job satisfaction equations are estimated for workers from both the public and private sectors, with panel data techniques that include variables related to the worker's degree of disability (nondisabled, non-limited disabled, and limited disabled), among others. The results show that the disabled workers who are limited in their everyday activities are less satisfied in both the public and private sectors than those who are non-disabled and non-limited. In addition, the levels of job satisfaction for non-limited disabled people are higher than their non-disabled counterparts but only in the public sector. From a point of view of public policies, it is necessary to design and undertake measures and actions that would contribute to improving the levels of job satisfaction of older workers with disabilities, especially among those who are limited in their everyday activities.     

Subjective Well-Being in Midlife: The Role of Involvement of and Closeness to Parents in Childhood

This study used data from the British National Child Development Study to examine the role of parenting in later subjective well-being (SWB). Parenting was defined as mother involvement and father involvement (measured at age 7) and as closeness to mother and closeness to father (measured at age 16). SWB was measured at age 42 and was defined as life satisfaction, psychological functioning (measured with the GHQ-12), and absence of psychological distress (measured with the Malaise Inventory). Control factors were parental social class at birth, parental family structure throughout childhood, domestic tension in the parental home, parental ill mental health in early childhood, psychological maladjustment in adolescence, financial difficulties throughout childhood, educational attainment, self-rated health in early adulthood, and current socio-demographic correlates of SWB (labour force participation, religion and being partnered). It was found that even after adjusting for these factors closeness to mother at age 16 predicted life satisfaction at age 42 in both men and women, whereas mother involvement at age 7 predicted life satisfaction at age 42 in men. Closeness to mother at age 16 was also negatively related to poor psychological functioning at age 42 in women.     

Life satisfaction across adulthood: different determinants at different ages?

It is likely that with aging and changing life circumstances, individuals’ values shift in systematic ways, and that these shifts may be accompanied by shifts in the determinants of their subjective judgments of well being. To examine this possibility, the relations among the Satisfaction With Life Scale (SWLS) and a number of personality, affect, demographic, and cognitive variables were examined in a sample of 818 participants between the ages of 18 and 94. The results indicated that although many variables had significant zero-order correlations with the SWLS, only a few variables had unique utility in predicting life satisfaction. Invariance analyses indicated that while the qualitative nature of life satisfaction remains constant across adult age, the influence of fluid intelligence on judgments of life satisfaction declines with age. In contrast, negative affect is negatively associated with life satisfaction consistently across the adult age span.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

The Connection between Perceived Workplace Discrimination and Viewing Work as a Spiritual Calling

Research shows that perceived workplace discrimination shapes an individual's job satisfaction and intent to leave a job. This study considers whether these impacts may be attenuated if an individual views their work as a spiritual calling. Using data from a nationally representative survey (N = 9,907), our analysis shows that perceived work discrimination due to race, gender, and religion are all independently associated with less job satisfaction net of a variety of other measures. Viewing work as a spiritual calling is associated with greater job satisfaction, even when accounting for traditional measures of religiosity. The negative impact of perceived discrimination on job satisfaction is weaker among those who view work as a spiritual calling. These findings provide evidence of the mechanisms underlying job satisfaction and have implications for understanding how religion might help mitigate the negative consequences of perceived discrimination in the workplace, or allow discrimination to potentially go unaddressed.     

Method effects: the problem with negatively versus positively keyed items

Using confirmatory factor analyses, we examined method effects on Rosenberg's Self-Esteem Scale (RSES; Rosenberg, 1965) in a sample of older European adults. Nine hundred forty nine community-dwelling adults 60 years of age or older from 5 European countries completed the RSES as well as measures of depression and life satisfaction. The 2 models that had an acceptable fit with the data included method effects. The method effects were associated with both positively and negatively worded items. Method effects models were invariant across gender and age, but not across countries. Both depression and life satisfaction predicted method effects. Individuals with higher depression scores and lower life satisfaction scores were more likely to endorse negatively phrased items.     

Method Effects: The Problem With Negatively Versus Positively Keyed Items

Using confirmatory factor analyses, we examined method effects on Rosenberg's Self-Esteem Scale (RSES; Rosenberg, 1965) in a sample of older European adults. Nine hundred forty nine community-dwelling adults 60 years of age or older from 5 European countries completed the RSES as well as measures of depression and life satisfaction. The 2 models that had an acceptable fit with the data included method effects. The method effects were associated with both positively and negatively worded items. Method effects models were invariant across gender and age, but not across countries. Both depression and life satisfaction predicted method effects. Individuals with higher depression scores and lower life satisfaction scores were more likely to endorse negatively phrased items.     

The influence of workplace discrimination and vigilance on job satisfaction with people who stutter

Purpose The purpose of the present study is to examine the association between workplace discrimination, vigilance, and job satisfaction in people who stutter and compare this with people who do not stutter. Method Seventy-two people who stutter (PWS) and 92 people who do not stutter (PWNS) participated in an online survey. Participants completed a survey assessing 6 different areas: (a) background information, (b) job satisfaction, (c) everyday discrimination, and (d) heightened vigilance. Mediation analyses were conducted to evaluate the relationship between the independent variables and dependent variable. Results There was a relationship between being a PWS and job satisfaction, discrimination, and vigilance. PWS were found to experience higher discrimination as well as be more vigilant. Discrimination and vigilance were found to mediate the relationship between stuttering and job satisfaction. Conclusion Results of this study indicate that the participants who stutter differ from PWNS in their job satisfaction, discrimination, and vigilance. Clinicians can prepare PWS with self-advocacy strategies, legal knowledge of what their rights are as an employee who identifies as a person who stutters with a disability, a legal understanding of workplace discrimination, and counseling on the impact of vigilance on workplace experiences.     

The Impostor Phenomenon in Mental Health Professionals: Relationships Among Compassion Fatigue,Burnout, and Compassion Satisfaction

Imposter phenomenon is defined as a sense of intellectual fraudulence and an inability to internalize success and competency. Although imposter phenomenon has been noted in several populations, literature is sparse that focuses on mental health professionals. In addition, little is known about the relationships between imposter phenomenon, compassion fatigue, and compassion satisfaction for mental health workers. Using a survey design with a convenience sample of 158 mental health workers, this study found that imposter phenomenon was positively associated with compassion fatigue, as well as negatively associated with compassion satisfaction, when controlling for years of work and age. Further, the combination of lower levels of compassion satisfaction and higher levels of burnout predicted higher levels of imposter phenomenon. Implications and preventative measures are discussed.

     

Six-year change in affect optimization and affect complexity across the adult life span: a further examination

This study examines the life course of 2 independent components of adult affective development, 1 aimed at differentiation and complexity, the other aimed at optimization and positive emotional balance. These 2 components are predicted to have different developmental trajectories over the adult life span and to become related in a compensatory fashion under conditions of resource restrictions, such as those related to late life. Using individual growth curve estimation, we modeled 6-year longitudinal changes in the 2 components in a total sample of 388 individuals ranging in age from 15 to 88 years. As predicted, initial level of affect optimization was positively associated with age up to late middle age with a subsequent leveling off; individual rates of change were found to decelerate with age up to age 60 years and accelerate again around age 80 years. For affect complexity, initial level of affect complexity was positively associated with age up to age 45 years and negatively associated with age from then on, whereas individual rates of change were negatively associated with age, and this association tended to get stronger with age.