Stop and start control: A distinction within self‐control

A theoretical distinction within self‐control, between stop control and start control, was investigated in two studies. Study 1 consisted of a pilot study in which expert ratings of existing self‐control items were used to distinguish between stop and start control items and a confirmatory factor analyses of these items using a student sample (N = 474). Also, stop and start control were related to overall affect and behavioural outcomes. Stop control was negatively related to negative affect, whereas start control was positively related to positive affect. Study 2 (N = 226) replicated some of these findings; stop control was the best predictor (?) of smoking and alcohol consumption whereas start control was the best predictor (+) of exercising and studying. Copyright © 2010 John Wiley & Sons, Ltd.     

The impact of information about the prevalence of AIDS-Preventive behavior among men and women: The mediating role of social norms

Abstract

The present study was designed to examine the effect of information about the high prevalence of safe sex on condom use intention, and to investigate the possible mediating role of the perceived social norm of friends, and the perceived social norm of future. sexual partners. Participants were provided with gender specific prevalence information, that is with the information that most men have exclusively safe sex, or with the information that most women exclusively engage in safe sexual behavior. The results show some gender differences. Information about the high prevalence of safe sex among men tends to increase women's condom use intention, and this effect seems to be mediated by the paceived social norm of future sexual partners. Men's intention, on the other hand, seems to be unaffected by high prevalence information of safe sex. Implications for research and prevention are discussed     

Projection of Own on Others' Job Characteristics: Evidence for the False Consensus Effect in Job Characteristics Information

The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non‐incumbents (n=104) then completed a secondary JDS in order to rate incumbents' job characteristics. Non‐incumbents' personality dimensions, own job characteristics, job satisfaction level, and incumbent satisfaction level were hypothesized as predictors of ratings of job characteristics of incumbents. Results indicate that two characteristics, job autonomy and dealing with others, were influenced by non‐incumbents standing on these characteristics, and demonstrated evidence of the false consensus effect. Limitations and implications for interpreting job information are discussed.     

The work-related flow inventory: Construction and initial validation of the WOLF

The WOrk-reLated Flow inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation. Results of Study 1 among 7 samples of employees (total N = 1346) from different occupational groups offer support for the factorial validity and reliability of the WOLF. Study 2 examined the validity of the WOLF in more detail among some of the samples. Positive correlations between a general flow index and the three flow dimensions confirm the convergent validity of the WOLF. In addition, the findings of Study 2 provide evidence for the construct and predictive validity of the WOLF using five job characteristics as predictors of flow, and other-ratings of performance as outcomes.     

Association between vigor and exhaustion during the workweek: a person-centered approach to daily assessments

The purpose of this quantitative diary study was to investigate daily vigor and exhaustion using a person-centered approach. The study also investigated whether and how experiences of vigor and exhaustion relate to a state of being recovered. A total of 256 Finnish employees filled in a diary questionnaire during five consecutive workdays. Vigor and exhaustion showed strong negative interdependence within and between days. However, by applying a person-centered analysis, we were able to differentiate three groups with meaningful variation in vigor and exhaustion. The groups were labeled as Constantly vigorous (n = 179), Concurrently vigorous and exhausted (n = 30) and Constantly exhausted (n = 43). The vigor-exhaustion groups were also characterized by their recovery experiences: The Constantly vigorous employees recovered well from work strain during the workweek whereas the Constantly exhausted group recovered poorly. Overall, while the results indicate that, typically, vigor and exhaustion are exclusive experiences, it is also possible for them to be experienced simultaneously from day to day at the moderate levels. Thus, positive and negative experiences may co-occur.     

Psychological Capital Among University Students: Relationships with Study Engagement and Intrinsic Motivation

This paper reports two studies: Study 1 aimed to evaluate respective modified versions of existing scales of psychological capital (PsyCap) and study engagement (SE), and to test the reciprocal relationship between PsyCap and SE; Study 2 aimed to test intrinsic motivation as a mediator between PsyCap and SE. A two-wave cross-lagged design was adopted in Study 1 with a matched sample of 103 students, with 4 months apart. With confirmatory factor analyses, the results supported the construct validity of a higher-order model of PsyCap (PsyCap overall) and of study engagement comprising dedication, absorption and vigor. Further, the reciprocal relationship between PsyCap and SE was demonstrated. Results of Study 2 among 100 university students showed that intrinsic motivation measured at time 2 was a significant mediator between time 1 PsyCap and time 2 SE.     

Development and Pilot Evaluation of Smartphone-Delivered Cognitive Behavior Therapy Strategies for Mood- and Anxiety-Related Problems: MoodMission

Given the ubiquity and interactive power of smartphones, there are opportunities to develop smartphone applications (apps) that provide novel, highly accessible mental health supports. This paper details the development of a smartphone app, “MoodMission,” that aims to provide evidence-based Cognitive Behavior Therapy (CBT) strategies for mood- and anxiety-related problems, contributing to the prevention of clinically significant depression and anxiety disorders and serving as an adjunct to therapeutic interventions delivered by trained health professionals. MoodMission was designed to deliver strategies in the form of real-time, momentary responses to user-reported low moods and anxiety. The development process involved: (a) construction of a battery of strategies, (b) empirical evaluation, (c) a software and behavioral plan design and testing process, (d) user feedback, and (e) a public launch. A pilot study of 44 participants completed the Mobile Application Rating Scale (MARS; Hides et al., 2014) for usability testing and feedback. MoodMission was rated significantly higher than standardized health app norms on the majority of the domains, including Entertainment, Interest, Customization, Target Group, Graphics, Visual Appeal, Quality of Information, Quantity of Information, Visual Information, Credibility of Source, Recommendation to Use, Estimated Frequency of Use, and Overall Rating (Hedges’s g range 0.57–1.97, p < .006). Case examples illustrate the practical uses of the app. In addition to clinical applications, MoodMission holds promise as a research tool either as an augmentation to clinician-delivered therapy, or as a vehicle for standardizing client access to specific CBT strategies (e.g., in studies intending to study different change processes).     

Does home life interfere with or facilitate job performance?

The study examines whether home life influences inrole and extrarole job performance in positive or negative ways. We hypothesized that home resources would have a direct positive effect on job performance, and an indirect relationship through home–work facilitation (HWF). Home demands were predicted to negatively affect job performance through home–work interference (HWI). These hypotheses were tested on a sample of 190 male employees. In addition to employees' self-reports, wives rated their own home demands and resources (these were used as controls), and co-workers rated the men's HWI, HWF, and job performance. Results partially supported the hypotheses. Men's home demands and resources were related to self-rated HWI and HWF respectively, whereas co-worker ratings of HWI and HWF were associated with inrole and extrarole performance respectively. Men's home resources also had a direct relationship with inrole and extrarole performance. There was no convincing evidence that HWI and HWF acted as mediators in these relationships. Taken together, the positive influence of home life on job performance was stronger than the negative one.