The development of a Spanish language version of the Worn Out scale of the General Well-Being Questionnaire (GWBQ)

The paper describes the development of a short Spanish-language version of the General Well-Being Questionnaire (GWBQ; Cox and Gotts, 1987), based on the 12 items of its Worn Out scale. Research has shown the English-version Worn Out scale to be sensitive to aspects of the design and management of work. This study aimed to test its cross-cultural consistency in a Spanish-language workplace context. The data were collected from a sample of 229 workers in Valencia (Spain). Confirmatory Factor Analyses showed the factorial validity, reliability, and concurrent validity of the new Spanish version to be adequate. The sensitivity of the new measure to safety behavior and the reporting of accidents was also assessed and shown to be good. The new questionnaire extends the usefulness of the parent questionnaire to occupational health psychology research in the Spanish language by offering a short assessment tool appropriate for workplace studies.     

I feel so sorry! Tapping the joint influence of empathy and personal distress on helping behavior

Observing a person in need usually provokes a compound and dynamic emotional experience made up of empathy and personal distress which, in turn, may influence helping behavior. As the exclusive use of rating scales to measure these two emotions does not permit the analysis of their concurrent evolution, we added the analogical emotional scale (AES) in order to measure how these two emotions evolve throughout the emotional experience, from its onset to its conclusion. Therefore, in two studies, the concurrence of empathy and personal distress was induced, both rating scales and AES were used, and participants were given an unexpected opportunity to help. Two effects were found. First, the helping behavior was lower when personal distress prevailed over empathy at the end of the experience (Studies 1 and 2). Second, this “end” effect was coherent with the nature of the different motives evoked by personal distress and empathy—directed to increasing either one’s own welfare (egoistic) or the victim’s welfare (altruism) (Study 2). These results support the usefulness of combining the rating scales and the AES for gaining a better understanding of the nature and behavioral consequences of complex, compound and dynamic emotional experiences.     

Do people access meaning when they name banknotes?

Do people access the monetary value of banknotes when they say them aloud? In this study, we evaluated this question by asking people to name sequences of euro banknotes blocked by category or mixed with exemplars of other categories. The participants did not show an interference effect in the blocked context. The absence of semantic interference effect was also observed when participants named euro banknotes that did not have imprinted monetary value. These results suggest a direct connection between perceiving banknotes and accessing their names.     

Workers' perception of workplace bullying: A cross-cultural study

This study is one of the first studies to approach workplace bullying cross-culturally. It sought to compare employees' understanding of workplace bullying in two different world regions: Central America and Southern Europe, regarding three aspects of workplace bullying: psychological vs. physical harassment, hierarchical vs. horizontal bullying, and direct vs. indirect aggression. A convenience sample of 246 workers provided their own definition of workplace bullying through a single, open-ended question. The results showed that employees from Central America emphasized the physical component of workplace bullying more than the Southern European employees. However, similarities in the conceptualization of workplace bullying across both cultures were found as well. Both Southern European and Central American employees defined workplace bullying mainly as a hierarchical phenomenon, where the aggression took the form of direct strategies. Such differences and similarities bring to the field some positive inputs for the development and implementation of different strategies for dealing effectively with this phenomenon.     

Job insecurity climate's influence on employees' job attitudes: Evidence from two European countries

An important amount of literature about job insecurity and its consequences has been developed during the past few decades (Sverke, Hellgren, & Näswall, 2002 Sverke, M., Hellgren, J. and Näswall, K. 2002. No security: A meta-analysis and review of job insecurity and its consequences. Journal of Occupational Health Psychology, 7(3): 242–264. [Crossref], [PubMed] , [Google Scholar]). Most of this research has focused on an individual-analysis perspective, without taking into account social context. Although job insecurity climate has not been empirically examined, several authors have implicitly assumed that job insecurity contexts exist in some organizations where layoffs have occurred. Therefore, they examined layoff survivors' reactions. From this perspective, the aim of this study was to validate the job insecurity climate concept and examine its influence on employees' job attitudes. In order to provide additional support, this objective was examined in two samples: 428 employees belonging to 20 Spanish organizations and 550 employees in 18 Belgian organizations. The results showed that job insecurity climate emerged within the organizations in both samples, and that it influenced employees' job satisfaction and organizational commitment above and beyond individual perceptions of job insecurity in the Spanish sample. The implications and limitations of this study are discussed.     

Enhancing Emotional and Social Competence in a Group of South-African School Beginners: A Preliminary Study

This study piloted the efficacy of a short-term intervention program for socio-emotional development in pre-schoolers.in a South African setting. Participants were 48 learners, aged between 5 and 6 years (22 boys, 26 girls). A proportion of the participants (n=26) took the socio-emotional competence development intervention. Programme effects were measured using the Social Competence and Behavioural Evaluation, Preschool Edition (SCBE) and the Griffiths Developmental Scales—Extended Revised (GMDS-ER). Between group comparisons showed significant gains in internalization and social competence skills in favour of the intervention group as compared to the control group.     

Inattentional blindness for negative relationships in human causal learning

The present study focuses on the effect of selective attention on causal learning. Three effects of the level of attention to predictive symptoms in positive and negative contingency learning tasks are reported. First, participants accurately detected a positive relationship between an incidental cue and a contingent outcome, although judgements were slightly lower than those for the attended cue. Second, participants were unable to detect negative relationships between incidental cues and outcomes, which suggests a major role of selective attention in this type of learning. Third, participants retrieved the frequency of each trial type more accurately in the attended conditions than in the incidental conditions. These findings show how attention guides and constrains human causal learning and reveal an inattentional blindness effect for negative contingency learning.     

Validity of the Czech Version of the Therapeutic Factors Inventory – Short Form (TFI-S)

This study’s aim was to assess validity of the Czech translation of the Therapeutic Factors Inventory (TFI-S), which includes four factors: Instillation of Hope, Secure Emotional Expression, Awareness of Emotional Impact, and Social Learning. We assessed data from 220 patients who attended a daily three-month treatment program that used integrative group psychotherapy. TFI-S’s reliability was satisfactory: at week 12, Cronbach’s α was .93 and McDonald’s ω was .95. Confirmatory factor analysis showed acceptable fit to our data: at week 12, χ²(146) = 262.5, p < 0.001, CFI = .994, TLI = .992, RMSEA = .071 (90% CI = .057–.084), and SRMR = .063. Predictive validity showed significant correlations between TFI-S factors and pre/post-treatment change. In the conclusion, we discuss possible future potential of cross-cultural research.     

Psychosocial safety climate (PSC) and enacted PSC for workplace bullying and psychological health problem reduction

Bullying at work has profound effects on both the individual and organization. We aimed to determine if organizational psychosocial safety climate (PSC; a climate specific to worker psychological health) could reduce workplace bullying and associated psychological health problems (i.e., distress, emotional exhaustion, depression) if specific procedures were implemented (PSC enactment). We theorized that the PSC enactment mechanism works via psychosocial processes such as bullying mistreatment climate (anti-bullying procedures), work design (procedures reduce stress through work redesign), and conflict resolution (procedures to resolve conflict). We used two-wave national longitudinal interview data from 1,062 Australian employees (Australian Workplace Barometer project) and structural equation modelling to explore relationships over 4 years. PSC Time 1 predicted enacted PSC and reduced bullying 4 years later. PSC Time 1 was indirectly negatively related to poor psychological health Time 2 through enacted PSC and bullying. Bullying Time 1 also gave rise to procedures which in turn reduced bullying Time 2. Our findings suggest a multi-component approach to prevent or reduce bullying. Procedures (to reduce psychosocial hazards) that emerge in a high PSC context are more comprehensive than those triggered by bullying (reactive procedures), and can therefore be more effective in reducing worker mistreatment. Building PSC and a strong climate for psychological health, and enacting PSC is fundamental to bullying prevention.