Spillover and crossover of exhaustion and life satisfaction among dual-earner parents

This study integrates spillover research of stress transferring from work to home and crossover research of strains transferring from one spouse to another. A spillover and crossover model was tested among 191 (couples of) dual-earner parents. For both males and females, it was hypothesized that (self-reported and partners’ rating of) work-to-family interference (WFI) partially mediates the job demands-job exhaustion relationship, and fully mediates the job demands-life satisfaction relationship. Further, we hypothesized reciprocal crossover effects between both partners’ job exhaustion and life satisfaction. The results of structural equation modeling analyses offered support for the mediating role of WFI although there were genders differences. In addition, we found a crossover path from females’ exhaustion to males’ exhaustion and from males’ life satisfaction to their partners’ life satisfaction. This implies that not only job-related strain, but also positive, context-free well-being may crossover among partners.     

Preliminary report: psychological assessment of Greek women with diabetes during pregnancy

23 Greek pregnant women with type 1 diabetes had a higher mean score on the Maudsley Obsessive-Compulsive Inventory in the second and third trimesters of pregnancy than 13 women with gestational diabetes. Long-term changes in the lifestyle of the former may apparently lead to this higher mean. For those with gestational diabetes, higher scores of alexithymia were correlated with slightly worse glycemic control.     

Following the wrong footsteps: fixation effects of pictorial examples in a design problem-solving task

Two experiments examined possible negative transfer in nonexperts from the use of pictorial examples in a laboratory design problem-solving situation. In Experiment 1, 89 participants were instructed to "think aloud" and were assigned to 1 of 3 conditions: (a) control (standard instructions), (b) fixation (inclusion of a problematic example, describing its problematic elements), or (c) defixation (inclusion of a problematic example, with instructions to avoid using problematic elements). Negative transfer due to examples was measured both quantitatively and qualitatively through verbal protocols. Verbal protocols (N = 176) were analyzed for participants' reasons for reference to the examples. In Experiment 2, fixation to examples was evaluated in nonverbalizing participants (N = 60). Results of both experiments suggest that (a) although participants consulted the problem instructions, they tended to follow the examples even when they included inappropriate elements and (b) the fixation effects can be diminished with the use of defixating instructions.     

Grammatical gender in the production of single words: some evidence from Greek

The present study investigated the effect of prior grammatical gender information provided by the production of a bare noun on the production of a syntactically unrelated, gender-inflected color adjective. The target language was Greek. A lexical priming task involving picture naming was employed. Participants saw a series of pictures, some in color and some in black-and-white; they had to name a black-and-white picture with the single noun (prime) and a color picture with the appropriately inflected color adjective (target). Prior gender information was shown to affect subsequent production of gender-marked words. The effect was restricted to nouns of one gender class (masculine) only. The implications of these results for the representation and processing of gender in production are discussed.     

How does chronic burnout affect dealing with weekly job demands? A test of central propositions in JD-R and COR-theories

This study uses job demands–resources and conservation of resources theories to propose that chronic levels of job burnout may aggravate the positive relationship of weekly job demands with week-level burnout symptoms, dysfunctional coping, and self-undermining. Specifically, we hypothesize that weekly job demands (workload and emotional demands) relate positively to maladaptive behaviors through weekly burnout symptoms, particularly when chronic burnout is higher (vs. lower). We collected data among 84 employees from various occupational sectors, who first filled out a general survey, and then completed weekly diary surveys every Friday, for five consecutive weeks (total n = 415 occasions). Results of multilevel analyses generally supported the hypotheses. Weekly job demands were positively related to weekly burnout and self-undermining only when employees scored higher on chronic burnout. Moreover, as predicted, the results showed that job demands were most strongly related to dysfunctional coping and self-undermining through weekly burnout symptoms for individuals higher (vs. lower) in chronic burnout. These findings highlight the interplay between weekly job demands and chronic burnout in the process of resource loss.     

Parenting styles and trait emotional intelligence in adolescence

The existence of individual differences in trait emotional intelligence (trait EI) makes the investigation of factors that contribute to such variations critical. Given the paucity of research in this area, the purpose of this study was the examination of the relationship between parenting styles and trait EI in an adolescent population. The sample of our study consisted of 127 adolescents (M age = 16.4, SD = 0.96; 42.2% female) from Greek schools, 15–19 years old, who were asked to complete questionnaires of perceived parenting (Parental Authority Questionnaire – PAQ) and trait EI (Trait Emotional Intelligence Questionnaire–Adolescent Short Form – TEIQue–ASF). The estimation of the association between parenting scores and trait EI was based on a multivariable mixed‐effects regression model. An association between parenting styles and trait EI, statistically significant for authoritativeness (b = 0.27, z = 3.92, p < 0.001) and marginally significant for authoritarianism (b = –0.10, z = –1.77, p = 0.08), emerged even after controlling for a set of potential predictors of trait EI. Additionally, statistically significant associations of adolescents’ gender (b = –0.29, z = –2.37, p = 0.02) and parental education (b = 0.32, z = 2.54, p = 0.01) with trait EI were found. These findings provide insight in the field of trait EI antecedents and underline the potential significance of primary prevention programs with parents that aim to develop trait EI at a young age.     

How do cynical employees serve their customers? A multi-method study

In this multi-method study, we investigate how social job demands (i.e., social interruptions) and resources (i.e., colleague support) in the service context influence employee (negative) (re)actions to customers through cynicism towards the job. In addition, we investigate why customers are less satisfied with the provided service when employees endorse a cynical attitude. To test the hypothesized process, we used observer ratings of the employee–customer interactions regarding the number of interruptions and employee negative (re)actions during service encounters, employee self-reports of overall colleague support and daily cynicism, and customer-ratings of service quality. Participants were 48 service employees and 141 customers. Results of multi-level structural equation modelling analyses showed that whereas the number of observed social interruptions during service encounters related positively to cynicism, social support related negatively. Cynical employees exhibited more negative (re)actions towards their customers (e.g., expressed tension, were unfriendly). Consequently, the more negative (re)actions employees showed towards their customers, the less satisfied customers were with the service quality. The study contributes to the literature by explaining what makes service employees cynical about their work, and why cynical employees provide low-quality services.     

Work-family balance and energy: A day-level study on recovery conditions

The present study examines whether daily recovery inhibiting and enhancing conditions predict day-levels of work-family conflict (WFC), work-family facilitation (WFF), exhaustion and vigor. Forty-nine individuals from various professional backgrounds in Spain provided questionnaire and daily survey measures over a period of five working days. Multilevel analyses showed that day-levels of work pressure and recovery after breaks at work significantly predicted WFC and exhaustion, and WFF and vigor, respectively. Moreover, daily fluctuations in expression of emotions had different effects depending on the expressed content (negative or positive) and the setting where it took place (work or home). Furthermore, additional analyses provided some evidence for a moderating role of expression of emotions at work on the relationship between recovery inhibiting and enhancing conditions and exhaustion. These findings reveal practical implications for individuals and organizations and suggest possible avenues for future research.     

Employees’ Work Patterns–Office Type Fit and the Dynamic Relationship Between Flow and Performance

Organizations must improve their employees’ performance in order to compete effectively. Evidence shows that flow experiences enhance performance. However, a dynamic approach to this phenomenon is needed. Furthermore, different work patterns (based on task profiles) can have specific environmental requirements (office types). This research aims to analyze the dynamic relationship between office workers’ flow and in-role and extra-role performance, considering work pattern–office type fit as a predictor of the initial level of each of these three variables. A total of 83 workers participated in this diary study. Results of the latent growth model showed a positive association between: (1) the initial levels of flow and in-role and extra-role performance; and (2) the changes in flow and in-role and extra-role performance. Furthermore, work pattern–office type fit directly influenced workers’ flow. In addition, flow mediated between work pattern–office type fit and in-role performance. Our results show that workspaces that fit employees’ work patterns are more likely to induce flow, which, in turn, will have beneficial consequences for the organization.