Parents' Emotion‐Related Beliefs,Behaviours, and Skills Predict Children's Recognition of Emotion

Children who are able to recognize others' emotions are successful in a variety of socioemotional domains, yet we know little about how school‐aged children's abilities develop, particularly in the family context. We hypothesized that children develop emotion recognition skill as a function of parents' own emotion‐related beliefs, behaviours, and skills. We examined parents' beliefs about the value of emotion and guidance of children's emotion, parents' emotion labelling and teaching behaviours, and parents' skill in recognizing children's emotions in relation to their school‐aged children's emotion recognition skills. Sixty‐nine parent–child dyads completed questionnaires, participated in dyadic laboratory tasks, and identified their own emotions and emotions felt by the other participant from videotaped segments. Regression analyses indicate that parents' beliefs, behaviours, and skills together account for 37% of the variance in child emotion recognition ability, even after controlling for parent and child expressive clarity. The findings suggest the importance of the family milieu in the development of children's emotion recognition skill in middle childhood and add to accumulating evidence suggesting important age‐related shifts in the relation between parental emotion socialization and child emotional development. Copyright © 2014 John Wiley & Sons, Ltd.     

Felt obligations to reciprocate to an employer,preferences for mobility across employers,and gender: Three-way interaction effects on subsequent voice behavior

Previous research suggests that employees engage in voice behavior to reciprocate for the positive treatment they receive from employers, but less is known about individual differences in employees' willingness to engage in voice behavior to that end. The present study proposes that felt obligations to the organization relate more strongly to voice behavior when employees also have stronger preferences for job stability (rather than job mobility). We also propose that this two-way interaction will be further moderated by gender; specifically, males who feel strong obligations to reciprocate and have strong preferences for job stability are especially likely to engage in voice behavior. Data collected from 209 employees over an 8-month period support both the proposed two-way and three-way interaction effects. Thus, while the norm of reciprocity is widely held, the effects of felt obligations to employers on voice behavior also depend upon both gender differences and individual differences in preferences for job stability.