Health-Related Quality of Life in a Low-Socioeconomic Status Public Rental-Flat Population in Singapore

Health-related quality of life (HRQoL) is a well-established measure of health and general well-being. Socioeconomic status (SES) can affect HRQoL. We sought to determine whether there were differences in HRQoL between low versus higher area-SES flat communities in Singapore. Residents in two integrated public housing precincts comprising of rental-flat blocks (low area-SES neighborhood) and neighboring owner-occupied blocks (higher area-SES neighborhood) were asked to rate their self-perceived HRQoL using the EuroQol Group five dimensions (EQ-5D) instrument. The EQ-5D assesses HRQoL in five domains (mobility, self-care, usual activities, anxiety/mood and pain) and with a global visual analogue scale (EQ-VAS). We evaluated differences in HRQoL between the rental and owner-occupied neighborhoods, and factors associated with anxiety/depression in the rental-flat neighborhood using multivariate logistic regression. The participation rate was 89.1% (634/711). In the owner-occupied neighborhood, 56.7% (216/381) were in full health, compared with 54.2% (137/253) in the rental-flat population (OR = 0.90, 95%CI = 0.66–1.24, p = 0.568). Across the five domains, staying in a rental-flat neighborhood was independently associated with anxiety/depression (adjusted odds ratio [aOR] = 1.79, 95%CI = 1.10–2.92, p = 0.019). In the rental-flat population, having anxiety/depression was independently associated with minority ethnicity, problems with self –care, pain/discomfort, difficulty with healthcare costs, and not being on subsidized primary care (p < 0.05). There was no significant difference on the EQ-VAS between the two neighborhoods (p = 0.627). Staying in a low area-SES neighborhood was associated with more mental health problems. In the rental-flat population, self-reported anxiety/depression was associated with minority ethnicity, physical health problems, and financial disadvantage in healthcare.     

Does neighborhood size really cause the word length effect?

In short-term serial recall, it is well-known that short words are remembered better than long words. This word length effect has been the cornerstone of the working memory model and a benchmark effect that all models of immediate memory should account for. Currently, there is no consensus as to what determines the word length effect. Jalbert and colleagues (Jalbert, Neath, Bireta, & Surprenant, 2011a; Jalbert, Neath, & Surprenant, 2011b) suggested that neighborhood size is one causal factor. In six experiments we systematically examined their suggestion. In Experiment 1, with an immediate serial recall task, multiple word lengths, and a large pool of words controlled for neighborhood size, the typical word length effect was present. In Experiments 2 and 3, with an order reconstruction task and words with either many or few neighbors, we observed the typical word length effect. In Experiment 4 we tested the hypothesis that the previous abolition of the word length effect when neighborhood size was controlled was due to a confounded factor: frequency of orthographic structure. As predicted, we reversed the word length effect when using short words with less frequent orthographic structures than the long words, as was done in both of Jalbert et al.’s studies. In Experiments 5 and 6, we again observed the typical word length effect, even if we controlled for neighborhood size and frequency of orthographic structure. Overall, the results were not consistent with the predictions of Jalbert et al. and clearly showed a large and reliable word length effect after controlling for neighborhood size.     

Political Skill and Work Outcomes: A Theoretical Extension,Meta‐Analytic Investigation,and Agenda for the Future

This quantitative review explored the political skill construct and its predictive ability across a number of organizational outcomes. First, we extended the Ferris et al. meta‐theoretical framework of political skill. Next, incorporating meta‐analysis, we found political skill is positively related to self‐efficacy, job satisfaction, organizational commitment, work productivity, organizational citizenship behavior (OCB), career success, and personal reputation, and negatively related to physiological strain. Political skill was not significantly related to psychological strain or perceptions of organizational politics. Using meta‐regression and dominance analyses, political skill predicted task performance after controlling for the Big Five personality characteristics and general mental ability. In a test of indirect relationships, our results suggest that personal reputation and self‐efficacy partially mediate the political skill–task performance relationship. Finally, in a post hoc test of political skill dimensions, we found that networking ability, interpersonal influence, and apparent sincerity (but not social astuteness) predicted task performance. Our findings provide a comprehensive assessment of theory and research to date on political skill and extend theoretical foundations to stimulate new inquiry into the operation of this important construct.     

The Perceived Leadership Communication Questionnaire (PLCQ): Development and Validation

The Perceived Leadership Communication Questionnaire (PLCQ) is a short, reliable, and valid instrument for measuring leadership communication from both perspectives of the leader and the follower. Drawing on a communication-based approach to leadership and following a theoretical framework of interpersonal communication processes in organizations, this article describes the development and validation of a one-dimensional 6-item scale in four studies (total N = 604). Results from Study 1 and 2 provide evidence for the internal consistency and factorial validity of the PLCQ's self-rating version (PLCQ-SR)—a version for measuring how leaders perceive their own communication with their followers. Results from Study 3 and 4 show internal consistency, construct validity, and criterion validity of the PLCQ's other-rating version (PLCQ-OR)—a version for measuring how followers perceive the communication of their leaders. Cronbach's α had an average of.80 over the four studies. All confirmatory factor analyses yielded good to excellent model fit indices. Convergent validity was established by average positive correlations of.69 with subdimensions of transformational leadership and leader–member exchange scales. Furthermore, nonsignificant correlations with socially desirable responding indicated discriminant validity. Last, criterion validity was supported by a moderately positive correlation with job satisfaction (r =.31).     

The Effect of Motive‐Trait Interaction on Satisfaction of the Implicit Need for Affiliation Among German and Cameroonian Adults

Research provided evidence that personality traits influence the realization of implicit motives: Extraversion supported the successful realization of the implicit motives for affiliation and power, whereas introversion deflected implicit motives away from significant goals and created difficulties in goal attainment. Based on those findings on motive‐trait interaction, we tested whether the traits of Neuroticism, Agreeableness, and Extraversion affect the satisfaction of the implicit affiliation motive (i.e., the need for establishing and maintaining close relationships with other people) approximately 18 months later. Data on personality traits, the implicit affiliation motive, and need satisfaction were assessed from 244 Cameroonian and German adults. As expected, across cultural groups, Neuroticism constrains but Agreeableness supports the realization of the implicit affiliation motive. No significant results could be found for Extraversion, even if the effect was in the assumed direction. The findings support the argument that different significant personality components ought to be taken into account in research on implicit motives and their psychological and behavioral correlates.     

Employment Qualifications,Person–Job Fit,Underemployment Attributions,and Hiring Recommendations: A three‐study investigation

Using an experimental design across three studies and four samples, we investigated the effects of employment qualification level (i.e., underqualified, adequately qualified, or overqualified) on hiring recommendations, and how the relationship was influenced by person–job (P‐J) fit and underemployment attributions. In Study 1, we tested and found support for the strength and effectiveness of the employment qualification level manipulation. In Study 2, the results demonstrated that overqualified applicants received higher ratings on objective P‐J fit, subjective P‐J fit, and hiring recommendations than underqualified applicants. Also, overqualified applicants were rated higher on objective and subjective P‐J fit than adequately qualified applicants. However, the results indicated no significant differences between adequately qualified and overqualified applicants on hiring recommendations. Finally, P‐J fit was found to fully mediate the employment qualification level–hiring recommendation relationship, but only subjective P‐J fit (i.e., and not objective P‐J fit) was a significant mediator. In Study 3, we assessed the potential effects of underemployment attribution (i.e., internal‐controllable vs. external‐uncontrollable) on interviewer hiring recommendation. Results demonstrated that applicants who made an external‐uncontrollable attribution for their overqualification were perceived negatively and received lower ratings on hiring recommendations than applicants who made an internal‐controllable attribution for their underemployment. Furthermore, the underemployment attribution‐hiring recommendation relationship was found to be fully mediated by subjective (but not objective) P‐J fit. Contributions of these results to theory, research, and practice, strengths and limitations, and directions for future research are discussed.     

Emotional intelligence, personality, and task-induced stress

Emotional intelligence (EI) may predict stress responses and coping strategies in a variety of applied settings. This study compares EI and the personality factors of the Five Factor Model (FFM) as predictors of task-induced stress responses. Participants (N = 200) were randomly assigned to 1 of 4 task conditions, 3 of which were designed to be stressful. Results confirmed that low EI was related to worry states and avoidance coping, even with the FFM statistically controlled. However, EI was not specifically related to task-induced changes in stress state. Results also confirmed that Neuroticism related to distress, worry, and emotion-focused coping, and Conscientiousness predicted use of task-focused coping. The applied utility of EI and personality measures is discussed.