From strengths use to work performance: The role of harmonious passion,subjective vitality,and concentration

Research has shown that strengths use and development can foster individual performance and well-being at work. However, to date little is known about the underlying psychological processes that might be operating in this relation. The purpose of this study was first to confirm the strengths use to work performance association and, second, to assess theoretical models of strengths use by testing a path model from strengths use to work performance, through harmonious passion, subjective vitality, and concentration. This study was conducted on a sample of 404 French-speaking Canadian workers and structural equation modeling analyses were performed in order to test the proposed model. Results show an association between strengths use and work performance. Further, this relation is completely mediated by the proposed variables. Theoretical and applied implications are discussed.     

Passion at work and burnout: A two-study test of the mediating role of flow experiences

Vallerand et al. (2003) developed a Dualistic Model of Passion where two types of passion are proposed: harmonious and obsessive passion. They generally predict adaptive and less adaptive outcomes, respectively. We hypothesized that the type of passion one holds towards his/her work should influence one's experience of burnout symptoms. We hypothesized that a harmonious passion for work would lead to low levels of burnout through its facilitation of frequent flow experiences, whereas an obsessive passion would directly lead to high levels of burnout. Two studies (one cross-sectional and one prospective) were conducted and results of structural equation modelling analyses supported the hypotheses.     

EMS Treatment of Families in an Ambiguous Out-of-Hospital Child Death: The Role of Attribution Errors

Sometimes children die from maltreatment. However, when first responders enter a scene to save the life of a dying child, the cause of the health problem cannot be immediately determined. EMS professionals are taught to enact the medically appropriate protocols in a family-centered way. This study examines five case studies of infant deaths. When there is ambiguity as to why the death might have occurred, EMS and other emergency personnel seem to be more judgmental and this attitude affects their behavior toward family members. Family members have a more difficult time coping with the loss as a result.     

The KIM-1 microcomputer as an eight-channel data logger

A machine language program and interface hardware to operate the KIM-1 microcomputer as an eight-channel data logger are described. All channels can operate simultaneously, and the data are stored in a specified area of memory. Double precision is used, enabling numbers greater than 255 to be recorded. Data can be collected over sampling intervals of 1 to 255 times 5 sec or 1 to 255 times 10 min. The time base is derived from 50- or 60-Hz mains ac. A method of transferring the data to a PET microcomputer and storing it on eight separate tape or disk files is also given.     

A cricket-song simulator using the 68705 single-chip microcomputer

A cricket-song simulator is described. The device uses a waveform generator to produce a song carrier frequency that is modulated by the 68705 microcomputer. Sixteen different songs can be stored in memory.     

Perceived regard explains self- esteem differences in expressivity

Baumeister, Tice, and Hutton proposed that individuals with low self-esteem (LSEs) adopt a more cautious, self-protective self-presentational style than individuals with high self-esteem (HSEs). The authors predicted that LSEs' self-protectiveness leads them to be less expressive-less revealing of their thoughts and feelings-with others than HSEs, and that this self-esteem difference is mediated by their perceptions of the interaction partner's regard for them. Two correlational studies supported these predictions (Studies 1 and 2). Moreover, LSEs became more expressive when their perceived regard was experimentally heightened-when they imagined speaking to someone who was unconditionally accepting rather than judgmental (Study 3) and when their perceptions of regard were increased through Marigold, Holmes, and Ross's compliment-reframing task (Study 4). These findings suggest that LSEs' expressiveness can be heightened through interventions that reduce their concerns about social acceptance.     

The Impact of Organizational Factors on Psychological Needs and Their Relations with Well-Being

Purpose

The purpose of the present research was to examine the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, psychological need satisfaction and need thwarting, and hedonic and eudaemonic well-being.

Design/Methodology/Approach

In Study 1 (n?=?468), we tested a model in which workers’ perceived organizational support and their perceptions of their supervisor autonomy support independently predicted satisfaction of the workers’ needs for autonomy, competence, and relatedness, which in turn predicted aspects of hedonic and eudaemonic well-being. In Study 2 (n?=?650), workers’ perceptions of supervisor controlling behaviors and need thwarting were added to the hypothesized model tested in Study 1. Scales of work satisfaction and positive affect were used to assess hedonic well-being, and a scale of psychological well-being was used to assess eudaemonic well-being.

Findings

Perceived organizational support and supervisors’ interpersonal style related to basic need satisfaction (Studies 1 and 2) and need thwarting (Study 2). In turn, need satisfaction predicted higher levels of hedonic and eudaemonic well-being, while need thwarting was negatively associated with hedonic and eudaemonic well-being.

Implications

The present results underscore the importance of understanding the mechanisms through which organizations and managers related to workers’ hedonic and eudaemonic well-being.

Originality/Value

This is the first research to provide evidence for the mediating role of need satisfaction and need thwarting in the relationships between perceived organizational support, perceptions of supervisor’s interpersonal style, and hedonic and eudaemonic well-being. The present results were obtained in two samples of employees from various small to large companies.     

When social networking is not working: individuals with low self-esteem recognize but do not reap the benefits of self-disclosure on Facebook

The popular media have publicized the idea that social networking Web sites (e.g., Facebook) may enrich the interpersonal lives of people who struggle to make social connections. The opportunity that such sites provide for self-disclosure-a necessary component in the development of intimacy--could be especially beneficial for people with low self-esteem, who are normally hesitant to self-disclose and who have difficulty maintaining satisfying relationships. We suspected that posting on Facebook would reduce the perceived riskiness of self-disclosure, thus encouraging people with low self-esteem to express themselves more openly. In three studies, we examined whether such individuals see Facebook as a safe and appealing medium for self-disclosure, and whether their actual Facebook posts enabled them to reap social rewards. We found that although people with low self-esteem considered Facebook an appealing venue for self-disclosure, the low positivity and high negativity of their disclosures elicited undesirable responses from other people.