Examining a model of dispositional mindfulness, body comparison, and body satisfaction

The present study examined the links between dispositional mindfulness, body comparison, and body satisfaction. It was expected that mindfulness would be associated with less body comparison and more body satisfaction. Two models were tested: one exploring body comparison as a mediator between mindfulness and body satisfaction and an alternative model exploring mindfulness as a mediator between body comparison and body satisfaction. In an online survey, 1287 Dutch women answered questions concerning dispositional mindfulness, body comparison, and body satisfaction. Results showed that body comparison was related negatively to both dispositional mindfulness and body satisfaction, whereas the two latter variables were related positively. Body comparison partially mediated the relation between mindfulness and body satisfaction. However, a stronger indirect effect was noted in the alternative model, where mindfulness partially mediated the link between body comparison and body satisfaction.     

Self and partner personality and responses to relationship threats

Two studies examined the relations between three different types of jealousy and personality characteristics of self and partner in two large heterogeneous community samples of heterosexual couples (459 and 230 couples, respectively). It was expected that partners would resemble each other to some extent in both the experience of different types of jealousy and personality characteristics, and that self-reported levels of neuroticism (+) and extraversion (−) would be related to higher levels of jealousy. Moreover, it was expected that partner extraversion would be related positively to levels of jealousy, and that similarity with regard to personality characteristics would be related to lower levels of jealousy. Results largely supported our expectations with regard to both partner similarity and self-reported personality characteristics. However, our expectations with regard to partner extraversion and similarity were not supported.     

Interactive effects of work group and organizational identification on job satisfaction and extra-role behavior

Past research has focused on the differential relationships of organizational and work group identification with attitudes and behavior. However, no systematic effort has been undertaken yet to explore interactive effects between these foci of identification. We predicted that in cases of positive overlap of identifications (i.e. high work group and organizational identification) identifications are more strongly associated with employee job satisfaction and extra-role behavior than when only one of the identifications is high—that is, the one identification augments the influence of the other. These hypotheses were tested and supported with data from two samples of bank employees (N = 358) and travel agency employees (N = 308).     

Line manager involvement in work-life balance and career development: can't manage,won't manage?

Line manager involvement in HRM is an increasing trend across Europe. With the numbers of employees taking advantage of work-life balance policies also on the increase, line manager responsibility for this specific policy area is likely to become more marked. In this paper, we argue that line managers have a critical role to play in the career development of reduced-hours employees, but that due to a number of cultural and institutional processes, the extent of this involvement is likely to be limited. Using qualitative data from interviews with police managers and police officers who have reduced their hours, we argue that gendered assumptions, deeply embedded in taken-for-granted organisational practices and structures, operate in ways that encourage line managers and reduced-hours workers to locate career barriers in the psyche of the latter. The implications of these processes for line manager involvement in the career development of reduced-hours professionals are explored and explicated.     

Social Identity and Social Exchange: Identification, Support, and Withdrawal From the Job

Integrating insights from the social exchange perspective and the social identity perspective, we propose that evaluations of support received from the organization and its representatives and organizational identification interact to predict withdrawal from the job. The relationship of support with withdrawal is proposed to be weaker the more strongly employees identify with the organization. This prediction was confirmed in 2 samples focusing on different operationalizations of support and withdrawal. Study 1 explored the interaction between organizational support and organizational identification in predicting turnover intention; Study 2 investigated the link between supervisor support and organizational identification and absenteeism. The present study thus yields evidence that may lay the groundwork for further integration of social exchange and social identity analyses of organizational behavior.     

Frequency, determinants, and consequences of different drivers’ emotions: An on-the-road study using self-reports, (observed) behaviour, and physiology

In the present study, the frequency, determinants and consequences of three relevant emotions in traffic were investigated. Based on appraisal theory, it was predicted that the combination of three appraisal components (goal congruence, blame and threat) affects the occurrence of anger, anxiety and happiness. Participants (n = 44) filled in a questionnaire containing background and personality variables, and performed a test drive in an instrumented car. During the drive, speed and heart rate were registered and the traffic environment was recorded on video. Participants verbally reported scores for emotions and perceived risk. The most frequently occurring emotion was anxiety, followed by anger and happiness. Emotions while driving were related to emotional traits. Emotions while driving were also related to traffic events: anger and anxiety were both associated with goal incongruent events, and happiness with goal congruent events. Anger was mostly associated with other-blame and anxiety with situation-blame. Anger was mostly associated with events affecting impeded progress, and anxiety with events affecting safety. Anxiety, but not anger or happiness, was associated with increased perceived risk and with increased heart rate. Participants who reported anger drove faster and exceeded the speed limit more often on a 100 km/road section than participants who did not report anger. These and other results are discussed in terms of appraisal theory and state-trait differences in emotion.