Working parents of children with behavioral problems: a study on the family-work interface

This study examines the process by which child behavioral problems are related to parents' well-being. We developed a family-work spillover model that was tested among 225 working parents. It was hypothesized that family-self conflict (FSC) mediates the relationship between child behavioral problems and parental strain, and that family-work conflict (FWC) mediates the relationship between parental strain and work engagement. Further, it was hypothesized that social support moderates the relationship between child behavioral problems and FSC. The results of (moderated) structural equation modeling supported the mediating role of FSC and FWC and the moderating role of social support. These findings suggest that the negative effects of raising a child with behavioral problems on parental well-being can be buffered by social support.     

Crossover of job demands and emotional exhaustion within teams: a longitudinal multilevel study

This study investigated the crossover of job demands and emotional exhaustion among team members and the moderating effect of cohesiveness and social support on this process. Participants were 310 employees of an employment agency in the Netherlands, working in one of 100 teams. Multilevel analysis using a longitudinal design did not reveal a main effect of crossover. However, consistent with the study's hypotheses, the results showed a moderating effect of team cohesiveness and social support. We detected crossover of job demands and emotional exhaustion across time from the group to individual team members only in teams characterized by high levels of cohesiveness and social support. Teams characterized by low levels of cohesiveness and social support showed no crossover of job demands and exhaustion. The findings demonstrate that team-level moderators play an important role in crossover processes. Moreover, social support and cohesiveness may not always be positive.     

Discrepant integration times for upright and inverted faces

Judgments of upright faces tend to be more rapid than judgments of inverted faces. This is consistent with encoding at different rates via discrepant mechanisms, or via a common mechanism that is more sensitive to upright input. However, to the best of our knowledge no previous study of facial coding speed has tried to equate sensitivity across the characteristics under investigation (eg emotional expression, facial gender, or facial orientation). Consequently we cannot tell whether different decision speeds result from mechanisms that accrue information at different rates, or because facial images can differ in the amount of information they make available. To address this, we examined temporal integration times, the times across which information is accrued toward a perceptual decision. We examined facial gender and emotional expressions. We first identified image pairs that could be differentiated on 80% of trials with protracted presentations (1 s). We then presented these images at a range of brief durations to determine how rapidly performance plateaued, which is indicative of integration time. For upright faces gender was associated with a protracted integration relative to expression judgments. This difference was eliminated by inversion, with both gender and expression judgments associated with a common, rapid, integration time. Overall, our data suggest that upright facial gender and expression are encoded via distinct processes and that inversion does not just result in impaired sensitivity. Rather, inversion caused gender judgments, which had been associated with a protracted integration, to become associated with a more rapid process.     

The enduring presence of Heinz Kohut: empathy and its vicissitudes

This paper expands upon and further develops the centrality of empathy in psychoanalysis as offered by Heinz Kohut. Using clinical examples, it differentiates sustained empathy as the distinctive component of psychoanalysis, and it demonstrates some of the difficulties in determining the boundaries of empathy in the practice of psychoanalysis. A further distinction is from mind reading, a purely cognitive exercise, as is intuition (Carruthers 2009). To pursue a psychoanalytic perception of empathy one must confront its limitations and go beyond the somewhat simplistic claim of its unquestioned therapeutic effect. Empathy is more than a cognitive act, and as sustained over time it can be difficult to achieve, can be misunderstood, and can at times have no therapeutic effect.     

Sabotaging the deal: The way relational concerns undermine negotiators

We addressed the questions of how and to what end negotiators sacrifice their economic outcomes in exchange for hoped-for relationship gains with the other party. We predicted that negotiators' chronic belongingness needs–fundamental to human beings–would undercut the economic value of their deals. Moreover, we tested two mechanisms by which this occurs. Belongingness needs encouraged negotiators to reduce their economic ambitions ahead of time, and they interfered with negotiators' attention to the substantive issues on the table. Rather than finding that partners were able to exploit negotiators' belongingness needs for their own economic gains, we found that their partners were left worse off. If negotiators were making a calculation initially to trade economic gains for relationship gains, we did not find evidence that this paid off with a partner who especially wanted to work with the focal negotiator in the future. We conclude that belongingness needs lead negotiators to sabotage their economic outcomes without any clear benefits to the relationships these negotiators are keen to build.     

Imagining the near and far future: The role of location familiarity

Plausible personal events envisioned as occurring in the near future tend to be reported as more vivid than those set in the far future. Why is this? The present set of three experiments identified one’s familiarity with the location in which the event is placed as critical in this regard. Specifically, Experiment 1 demonstrated that amongst a wide range of phenomenological characteristics, clarity of location appears to drive the overall difference in vividness between events imagined to take place in the near and the far future. Experiments 2 and 3 were designed to further elucidate this finding. Experiment 2 demonstrated that near future events are more likely than far future events to be imagined in familiar locations. Experiment 3 showed that future events set in familiar locations tend to be imagined with greater clarity than those set in unfamiliar locations. The results of all three experiments converge on the conclusion that the difference in vividness of events imagined as occurring in the near and far future is mediated by one’s familiarity with the location in which the event is imagined to occur.     

Development and validation of the job crafting scale

We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N = 1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job crafting scale (JCS) was developed and tested for its factor structure, reliability, and convergent validity. The criterion validity of the JCS was examined in Study 3. The results indicated that there are four independent job crafting dimensions, namely increasing social job resources, increasing structural job resources, increasing challenging job demands, and decreasing hindering job demands. These dimensions could be reliably measured with 21 items. The JCS shows convergent validity when correlated with the active constructs proactive personality (+), personal initiative (+), and the inactive construct cynicism (?). In addition, results indicated that self-reports of job crafting correlated positively with colleague-ratings of work engagement, employability, and performance — thus supporting the criterion validity of the JCS. Finally, self-rated job crafting behaviors correlated positively with peer-rated job crafting behaviors.     

Work engagement,performance, and active learning: The role of conscientiousness

The present study examines whether the relationship between work engagement and job performance is moderated by the extent to which individuals are inclined to work hard, careful, and goal-oriented. On the basis of the literature, it was hypothesized that conscientiousness strengthens the relationship between work engagement and supervisor ratings of task and contextual performance as well as active learning. The hypotheses were tested on a sample of 144 employees from several occupations. Results of moderated structural equation modeling supported the hypotheses. Work engagement was positively related to task performance, contextual performance, and active learning, particularly for employees high in conscientiousness.     

Test publishers' perspective on "an updated meta-analysis": comment on Van Iddekinge, Roth, Raymark, and Odle-Dusseau (2012)

Van Iddekinge, Roth, Raymark, and Odle-Dusseau's (2012) meta-analysis of pre-employment integrity test results confirmed that such tests are meaningfully related to counterproductive work behavior. The article also offered some cautionary conclusions, which appear to stem from the limited scope of the authors' focus and the specific research procedures used. Issues discussed in this commentary include the following: (a) test publishers' provision of studies for meta-analytic consideration; (b) errors and questions in the coding of statistics from past studies; (c) debatable corrections for unreliable criterion measures; (d) exclusion of laboratory, contrasted-groups, unit-level, and time-series studies of counterproductive behavior; (e) under-emphasis on the prediction of counterproductive workplace behaviors compared with job performance, training outcomes, and turnover; (f) overlooking the industry practice of deploying integrity scales with other valid predictors of employee outcomes; (g) implication that integrity test publishers produce biased research results; (h) incomplete presentation of integrity tests' resistance to faking; and (i) omission of data indicating applicants' favorable response to integrity tests, the tests' lack of adverse impact, and the positive business impact of integrity testing. This commentary, therefore, offers an alternate perspective, addresses omissions and apparent inaccuracies, and urges a return to the use of diverse methodologies to evaluate the validity of integrity tests and other psychometric instruments.