外倾个体何以有更多正性情绪体验？——情绪调节自我效能感的中介作用

通过对1076名大学生进行人格特质(外倾和神经质)、情绪调节自我效能感和情绪体验的测查,本研究探讨了外倾和神经质影响情绪的可能机制。结果表明：(1) 情绪调节自我效能感与外倾和神经质之间有紧密联系;(2) 外倾与情绪调节自我效能感可以有效预测个体正性情绪的变异;(3) 外倾对正性情绪的影响部分是以情绪调节自我效能感为中介的。该发现对实践中提升个体情绪调节自我效能感、改善情绪状态并最终优化人格结构具有重要启示。     

Affective commitment to the organization: the contribution of perceived organizational support

Three studies examined the interrelationships among work experiences, perceived organizational support (POS), affective commitment (AC), and employee turnover. Using a diverse sample of 367 employees drawn from a variety of organizations, Study 1 found that POS mediated positive associations of organizational rewards, procedural justice, and supervisor support with AC. Study 2 examined changes of POS and AC in retail employees over a 2-year span (N = 333) and a 3-year span (N = 226). POS was positively related to temporal changes in AC, suggesting that POS leads to AC. Study 3 found a negative relationship between POS and subsequent voluntary employee turnover that was mediated by AC in retail employees (N = 1,124) and in poultry- and feed-processing workers (N = 262). These results suggest that favorable work conditions operate via POS to increase AC, which, in turn, decreases employee withdrawal behavior.     

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

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

Factor structure and correlates of the dissociative experiences scale in a large offender sample

The authors examined the psychometric properties, factor structure, and construct validity of the Dissociative Experiences Scale (DES) in a large offender sample (N = 1,515). Although the DES is widely used with community and clinical samples, minimal work has examined offender samples. Participants were administered self-report and interview measures, and a subsample was followed longitudinally to determine criminal and violent recidivism. The DES exhibited good psychometric properties, but an identified three-factor structure was of questionable replicability. Moreover, the DES factors displayed no evidence of differential correlates. DES total scores were correlated with trauma-related variables even after controlling for negative affectivity. Total scores were related to measures of antisocial behavior and aggression but did not predict recidivism. These findings support the reliability and construct validity of the DES in offenders but raise questions regarding the clinical utility of the DES factor scores above and beyond that of the total score.     

Don't Get Too Excited: Assessing Individual Differences in the Down-Regulation of Positive Emotions

A voluminous literature has documented the importance of emotion regulation for health and well-being. The studies in this literature, however, have generally focused on the down-regulation of negative affect. Few studies have examined the down-regulation of positive affect. In Study 1, we constructed a scale, the revised Regulatory Emotional Self-Efficacy Scale (r–RESE), which assesses both the down- and up-regulation of positive affect, in addition to the traditional down-regulation of negative affect. In Study 2, we conducted an extensive validation of the r–RESE scale, using a multimethod approach with informant ratings, to illustrate that the down-regulation of positive affect represents a process independent of each of the other forms of emotion regulation. In Study 3, we provided evidence that the ability to down-regulate positive emotions provides added predictive utility when predicting indexes of impulsivity and adjustment. Across the studies, we illustrate the potential importance of the down-regulation of positive emotions as a topic of study for the field of emotion regulation.     

儿童期虐待对大学生情绪调节自我效能感的影响

探讨大学生儿童期虐待与情绪调节自我效能感(RESE)的关系。采用儿童期虐待问卷和情绪调节自我效能感量表调查472名大学生,筛选未受虐待者为对照组,并设定情感虐待伴情感忽视(EAEN)、情感忽视伴躯体忽视(ENPN)和情感虐待伴躯体忽视(EAPN)共3个实验组。结果表明：⑴躯体虐待、情感虐待、性虐待、躯体忽视和情感忽视发生率分别为7.3%、40.2%、12.0%、42.1%、41.3%;⑵典型相关分析发现,虐待和RESE的整体相关显著,虐待变量和RESE变量可被自身典型变量解释的比例分别为34.5%和36.8%,冗余指数分别6.7和7.2;⑶EAEN和ENPN组调节生气/愤怒情绪效能感得分显著高于EAPN组,对照组调节积极情绪效能感得分显著高于3个实验组。     

Implicit activation of alcohol concepts by negative affective cues distinguishes between problem drinkers with high and low psychiatric distress.

This study tested the hypothesis that negative affective (NEG) cues activate alcohol concepts more strongly in problem drinkers with high rather than low psychiatric distress (PD) and that a parallel difference applies to activation of NEG concepts by alcohol cues. A lexical decision task assessed memory activation in 36 problem drinkers with high vs. low scores on the Symptom Checklist-90. High PD drinkers displayed activation in each condition; low PD drinkers displayed inhibition. Activation of alcohol concepts by NEG cues correlated with intensity of PD, bias to drink in NEG states, and confidence to avoid drinking in these states. Results corroborate in vivo cue reactivity studies and indicate a functional difference between problem drinkers with high and low PD.     

Connections between caring climate,self-compassion,self-pity,and reactions to an emotionally difficult sport situation

Multiple variables influence athletes’ ability to cope with the challenges of sport participation including self-compassion, self-pity, and emotional regulation. Yet, the role of coach and teammates in nurturing self-compassion (SC), reducing self-pity (SP), and helping to regulate emotions (RESE) has not been fully investigated. Therefore, this study explored the interrelationships between perceptions of the caring climate (CC), SC, SP, RESE, and reactions to an emotionally difficult sport scenario (REs) and specific ways coaches and teammates helped or hindered SC. 224 predominately White (79%), female (69%), male (30%), and non-binary (1%) undergraduate students (M_age = 18.44, SD = 0.66) involved in a high school sport the previous year, participated in an online survey. The survey included measures of CC, SC, SP, RESE, and REs along with four open-ended questions asking participants to reflect on how coaches and teammates helped or hindered development of SC. Correlations revealed CC was positively related to RESE and SC and negatively related to SP. Further, CC was positively associated with constructive REs and negatively associated with deconstructive REs. To test whether RESE, SC, and SP mediated the relationship between the CC and REs, a path analysis was conducted. A partially mediated model emerged, ꭓ²(11) = 22.10, p = .02, CFI = 0.99, TLI = 0.93, RMSEA = 0.07 (CI = 0.02–0.11), SRMR = 0.04, with CC positively predicting positive and negative RESE, positive RESE positively predicting SC, and negative RESE positively predicting SC and negatively predicting SP. Additionally, SC, SP, and RESE differentially predicted REs. Thematic analysis of the open-ended questions revealed higher order themes of emotional, esteem, informational, and conditional support with a variety of supports being used by coaches and teammates. These findings provide insight into how coaches may be able to support athletes’ SC and RESE to navigate challenges within sport.     

Investigation of age and gender effects on positive orientation in Italian twins

We investigated age and gender effects on “Positive Orientation” (POS)—an individual's tendency to view life with a positive outlook—using a genetically informed design. Study subjects were 1016 twins aged 22–75 from the Italian twin registry. We assessed POS by the recently developed P‐scale. First, we used confirmatory factor analysis to investigate scale's measurement invariance by age and gender. Then, we applied biometric modelling to estimate genetic and environmental components of POS score. Overall, we found a satisfactory degree of measurement invariance by both age and gender. Results from these analyses further indicated an increasing mean level of POS across the lifespan. Additive genetic and unshared environmental factors explained respectively 58% and 42% of variance in POS score, with no significant gender differences; furthermore, the pattern of change of gene‐environment architecture of POS over time was consistent with a greater plasticity of personality at older ages.     

WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER-MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT

We hypothesized that leader-member exchange (LMX) and perceived organizational support (POS) would each interact with work value congruence in relation to intrinsic career success. In a sample of 520 teachers from 30 high schools in Turkey, we found that work value congruence was positively related to job and career satisfaction when POS was low but not related to job and career satisfaction when POS was high. Similarly, work value congruence was positively related to career satisfaction when LMX was low but not related when LMX was high. The results contribute to the POS, LMX, and person-organization fit literatures by demonstrating the compensatory nature of LMX and POS for low value congruence in its relation to job and career satisfaction.     

Perceived organizational support and employees’ well-being: the mediating role of organizational dehumanization

Perceived organizational support (POS) has been found to predict important organizational outcomes such as increasing employees’ well-being. In this research, we examine a new underlying mechanism of the relationship between POS and employees’ well-being, that is, employees’ perceptions that their organization dehumanizes them. This proposition was tested across two studies. Using an experimental design manipulating POS in a laboratory setting, Study 1 indicated that in the high POS condition, the subsequent feelings of being dehumanized by the organization were lower than in the low POS condition. More importantly, organizational dehumanization perceptions were found to mediate the POS condition and satisfaction link. Furthermore, using a sample of 1209 employees, results of Study 2 indicated that organizational dehumanization mediates the relationship between POS and three indicators of employees’ well-being (i.e., job satisfaction, emotional exhaustion, and psychosomatic strains). Implications for research on both organizational support theory and dehumanization theory are discussed.     

The role of fair treatment and rewards in perceptions of organizational support and leader-member exchange

This study examined a model of the antecedents and consequences of perceived organizational support (POS) and leader-member exchange (LMX). It was predicted that organizational justice (procedural and distributive justice) and organizational practices that provide recognition to the employee (feelings of inclusion and recognition from upper management) would influence POS. For LMX, it was predicted that leader reward (distributive justice and contingent rewards) and punishment behavior would be important antecedents. Results based on a sample of 211 employee-supervisor dyads indicated that organizational justice, inclusion, and recognition were related to POS and contingent rewards were related to LMX. In terms of consequences, POS was related to employee commitment and organizational citizenship behavior, whereas LMX predicted performance ratings.     

Parents’ Attachment Styles and Adolescents’ Regulatory Emotional Self-efficacy: The Mediating Role of Adolescents’ Attachment to Parents in China

Guided by attachment theory, this longitudinal study examined the mediating role of parent-adolescent attachment on the relation between parents’ attachment styles and adolescents’ regulatory emotional self-efficacy (RESE, including managing negative affect and expressing positive affect). Five hundred seventy-three Chinese junior high school students (46% male; aged 11–14 years, M = 12.76 years, SD = 0.74) completed measures of RESE at T1, parent-adolescent attachment at T2 (six months later), and RESE at T3 (another six months later), while 573 students’ parents (one student only has a parent, 241 fathers and 332 mothers) completed measures of adult attachment styles (anxiety and avoidance) at T1. Results from structural equation modeling indicated that father-adolescent attachment mediated the association between fathers’ attachment anxiety and adolescents’ self-efficacy beliefs in managing negative affect, while mother-adolescent attachment marginally mediated the relation between mothers’ attachment anxiety and adolescents’ self-efficacy beliefs in managing negative affect and expressing positive affect. These findings suggest that parents’ attachment anxiety could predict their children’s attachment to parents, in turn, impacting their children’s regulatory emotional self-efficacy.

     

Factor Structure of the Dissociative Experiences Scale: An Examination Across Sexual Assault Status

The Dissociative Experiences Scale (DES) has a long history within the literature, with conflicting reports concerning its underlying components and stability across different samples. This study examined the DES factor structure using advanced analytic procedures. Additionally, the impact of sexual victimization on the underlying components of the DES was explored, in order to examine whether sexual trauma influenced the scale’s structure. In Study 1, exploratory factor analysis suggested the possibility of either a 1- or 2-factor structure in DES data obtained from an unselected sample of college females. Comparison of these models using an independent validation sample in Study 2 observed a clear advantage of a 2-factor structure. Study 3 explored whether sexual assault status influenced the structure of the 2-factor DES model, using samples drawn from Studies 1 and 2. A multiple group confirmatory factor analysis supported a robust 2-factor structure for the DES irrespective of sexual assault status.     

Perceived supervisor support: contributions to perceived organizational support and employee retention

Three studies investigated the relationships among employees' perception of supervisor support (PSS), perceived organizational support (POS), and employee turnover. Study 1 found, with 314 employees drawn from a variety of organizations, that PSS was positively related to temporal change in POS, suggesting that PSS leads to POS. Study 2 established, with 300 retail sales employees, that the PSS-POS relationship increased with perceived supervisor status in the organization. Study 3 found, with 493 retail sales employees, evidence consistent with the view that POS completely mediated a negative relationship between PSS and employee turnover. These studies suggest that supervisors, to the extent that they are identified with the organization, contribute to POS and, ultimately, to job retention.     

Exchange relationships: examining psychological contracts and perceived organizational support

The authors surveyed 347 public sector employees on 4 measurement occasions to investigate the conceptual distinctiveness of the psychological contract and perceived organizational support (POS) and how they are associated over time. Results support the distinctiveness of the 2 concepts. In terms of their interrelationships over time, by drawing on psychological contract theory the authors found little support for a reciprocal relationship between POS and psychological contract fulfillment. Under an alternative set of hypotheses, by drawing on organizational support theory and by separating psychological contract fulfillment into its 2 components (perceived employer obligations and inducements), the authors found that perceived employer inducements were positively related to POS, which, in turn, was negatively related to perceived employer obligations. The results suggest that POS and the components of psychological contract fulfillment are more important in predicting organizational citizenship behavior than psychological contract fulfillment.     

心理契约破坏感对员工工作态度和行为的影响

通过对398名企业员工的问卷调查,探讨了组织支持感(POS)和领导—部属交换(LMX)在心理契约破坏感对员工工作态度和行为影响中的中介作用。结果表明：（1）POS在心理契约破坏感与员工工作态度（组织认同和留职意愿）的关系中起中介作用,但POS只能部分中介心理契约破坏感与留职意愿的关系。（2）LMX在心理契约破坏感与员工组织公民行为（利他行为、个人主动性、人际和谐和保护公司资源）间起完全中介作用。（3）LMX对员工的工作态度（留职意愿和组织认同）不具有直接的影响作用,它主要是通过POS的中介对其产生间接的影响     

How to Promote Innovative Behavior at Work? The Role of Justice and Support Within Organizations

To provide a more developed research model of innovation in organizations, we reconsidered current thinking about the effects of organizational justice on innovative behavior at work. We investigated the mediating role of perceived organizational support (POS) between the two constructs. As hypothesized, empirical results showed that justice dimensions were related to innovative behavior of employees, whereas all of their relationships became no longer significant when POS intervened (full mediation). This indicates that organizational justice promotes innovative behavior through the psychological mechanism of POS rather than directly. We discussed implications and limitations of this study, and proposed future research avenues.     

Aggregate temperament scores from multiple countries: Associations with aggregate personality traits,cultural dimensions,and allelic frequency

Aggregate temperament scores were calculated across 17 studies for 18 countries. These scores were analyzed in relation to aggregate personality scores, cultural orientation, and allelic distribution reported in prior studies. Cross-culture patterns were largely consistent with those previously reported for personality: countries high on Surgency (SUR) were high on Extraversion, high Negative Affectivity (NEG) was consistent with Neuroticism, and Regulatory Capacity (RC) with Agreeableness. Regarding cultural orientation, aggregate SUR was associated with low Power Distance and Long-Term Orientation; NEG with low Individualism and high Masculinity and Uncertainty Avoidance; and RC with low Power Distance and Masculinity. Higher proportion of MAOA-uVNTR low expression alleles was associated with low SUR and low RC; and A118G G-form allele proportion with low RC.     

情绪调节自我效能感与心理健康的交叉滞后研究

摘 要：对531名青少年进行为期五个月的追踪,运用交叉滞后回归分析考察积极、沮丧、生气三种情绪调节自我效能感与心理健康（问题行为、抑郁和生活满意度）间的相互影响。结果：T1积极情绪调节自我效能感不能预测T2问题行为、抑郁和生活满意度;T1沮丧情绪调节自我效能感显著预测T2抑郁水平;T1生活满意度和抑郁显著预测T2生气情绪调节自我效能感。结论：高沮丧情绪调节自我效能感能保护青少年处于“低抑郁状态”,而生气情绪调节自我效能感更容易受到个体生活满意度和抑郁水平的影响,是青少年处于不良心理状态下的易感效能。