Are East Asians happy to work more or less? Associations between working hours,relative income and happiness in China,Japan, South Korea and Taiwan

As East Asians are, on average, less happy than those in economically developed Western nations, more insights regarding the associations between work, income and happiness are needed. This study analyzes data from the 2010 East Asian Social Survey to investigate these associations in China, Japan, South Korea and Taiwan, and is framed in a similar context as previous studies that utilize data from Western nations and through the lens of social comparison theory. Path analysis is used to model the associations between happiness and its predictors while taking correlations between the predictors into account. Results show that working hours are negatively associated with happiness in China, Japan and Taiwan, but such an association is not observed in South Korea. At the same time, relative income is significantly associated with happiness in all four East Asian nations, but it only mediates the association between working hours and happiness in China. These results suggest that careful consideration of economic and labour policies are critical to promote the happiness of East Asian workers. Findings from this study are useful for further inquiries with regard to specific explanatory factors of the associations between working hours, relative income and happiness in East Asia.     

Cognitive factors associated with depression and anxiety in adolescents: A two-year longitudinal study

Background/Objective: To examine the roles of anxiety sensitivity and attentional bias in the development of anxiety and depression symptoms among adolescents. Method: 214 grade 7 to grade 10 Hong Kong Chinese students completed a package of psychometric inventories to measure levels of anxiety sensitivity, selective attentional processing, and anxiety and depressive symptoms in 2016 and then again in 2017. Results: Girls, when compared with boys, exhibited more anxiety symptoms and anxiety sensitivity in 2016. They also reported a significant increase in mean depression level from 2016 to 2017. Regression analyses revealed that the physical-concerns dimension of anxiety sensitivity, positive attentional bias, and to a lesser extent negative attentional bias were related to the development of both anxiety and depression symptoms one year later. Fear of mental incapacity could predict depression one year later but not anxiety symptoms. Conclusions: Intervention through anxiety sensitivity training to reduce somatic concerns and attentional bias modification to increase habitual attention to positive stimuli and to disengage from negative stimuli can reduce anxiety and depression symptoms among high school students.     

Religion and Alcohol Use Among African-American and Hispanic Inner-City Emergency Care Patients

This study examines the impact of religious factors on alcohol consumption prior to seeking emergency care and on alcohol abuse in a random sample of inner-city Hispanic and African-American emergency care patients. A random sample of patients 18 years and older was drawn from a large inner-city hospital. Respondents who reported having consumed alcohol six hours prior to emergency admission were compared with other patients on a variety of demographic and religious indicators. Logistic regression models predicting consumption prior to admission and abstinence were estimated, along with Heckman's selection models of alcohol abuse. Religious participation has a significant negative impact on the odds of having alcohol six hours prior to seeking emergency care, and increases the odds of abstaining from alcohol. Religious coping styles, personal religiosity, and spirituality have no impact on indicators of alcohol consumption or abuse.     

Can We Make Sense of the Notion of Trustworthy Technology?

In this paper we raise the question whether technological artifacts can properly speaking be trusted or said to be trustworthy. First, we set out some prevalent accounts of trust and trustworthiness and explain how they compare with the engineer’s notion of reliability. We distinguish between pure rational-choice accounts of trust, which do not differ in principle from mere judgments of reliability, and what we call “motivation-attributing” accounts of trust, which attribute specific motivations to trustworthy entities. Then we consider some examples of technological entities that are, at first glance, best suited to serve as the objects of trust: intelligent systems that interact with users, and complex socio-technical systems. We conclude that the motivation-attributing concept of trustworthiness cannot be straightforwardly applied to these entities. Any applicable notion of trustworthy technology would have to depart significantly from the full-blown notion of trustworthiness associated with interpersonal trust.     

The role of leader relationship quality in the development of employee fit perceptions

Despite being a subject of scholarly inquiry for nearly a century, some components of person–environment fit remain enigmatic. This research seeks to explore the relational factors that are associated with employee identity and how this lens can provide explanatory factors that link leader–employee relationships to employee performance. Across a two‐study, multi‐rater constructive replication design, our results support the tenets of the identity theory that suggests the quality of the leader–employee relationships informs employees of their person–organization (PO) and person–job (PJ) fit, leading to higher performance. Across both the studies, high‐quality leader–employee relations (conceptualized as LMX and trust in leader) were related to higher levels of PO and PJ fit. Our results also indicate that PO and PJ fit uniquely drive higher levels of performance as rated by multiple constituents, helping delineate the impact of PO and PJ fit on work outcomes. Specifically, in Study One (N = 111), PJ fit mediated the relationship between LMX and leader‐rated performance, whereas in Study Two (N = 94), PO fit mediated the relationship between trust in leader and peer‐rated performance. This work provides preliminary support that leaders, through their relationships, can help shape employee fit perceptions and ultimately impact performance. Such knowledge can inform organizations and leaders, and emphasizes the formative role that leaders play in the organizational lives of their employees.