Is burnout static or dynamic? A career transition perspective of employee burnout trajectories

Despite decades of theory and empirical research on employee burnout, its temporal and developmental aspects are still not fully understood. This lack of understanding is problematic because burnout is a dynamic phenomenon and burnout interventions may be improved by a greater understanding of who is likely to experience changes in burnout and when these changes occur. In this article, we advance existing burnout theory by articulating how the 3 burnout dimensions should differ in their pattern of change over time as a result of career transition type: organizational newcomers, internal job changers (e.g., promotions or lateral moves), and organizational insiders (i.e., job incumbents). We tested our model in a broad sample of 2,089 health care employees, with 5 measurement points over 2 years. Using random coefficient modeling, we found that burnout was relatively stable for organizational insiders but slightly dynamic for organizational newcomers and internal job changers. We also found that the dimensions of emotional exhaustion and depersonalization were more sensitive to career transition type than reduced personal accomplishment. Finding some differences among different types of employees as well as the dimensions of burnout may begin to explain longstanding inconsistencies between theory and research regarding the dynamics of burnout, offering directions for future research that address both dynamism and stability.     

It takes two: Honesty–Humility and Agreeableness differentially predict active versus reactive cooperation

Recently, similar six-factor solutions have emerged in lexical studies across languages, giving rise to the HEXACO model of personality. As a core extension of its most well-known predecessor, the five-factor model, the HEXACO model distinguishes between two factors predicting complimentary aspects of prosocial behavior or, more specifically, reciprocal altruism: Honesty–Humility (the tendency toward active cooperation, i.e. non-exploitation) and Agreeableness (the tendency toward reactive cooperation, i.e. non-retaliation). However, this dissociation has not yet been tested to its full extent. To this end, we herein present re-analyses of published studies (N = 1090), showing that Honesty–Humility, but not Agreeableness, indeed predicts active cooperation. More importantly, in a new experiment (N = 410), we found a pattern of two concurrent selective associations, supporting the theoretical distinction between the two factors: Honesty–Humility (but not Agreeableness) predicted active cooperation (non-exploitation in the dictator game), whereas Agreeableness (but not Honesty–Humility) was linked to reactive cooperation (non-retaliation in the ultimatum game).     

Dissociating Indifferent,Directional, and Extreme Responding in Personality Data: Applying the Three‐Process Model to Self‐ and Observer Reports

Research suggests that respondents vary in their tendency to use the response scale of typical (Likert‐style) questionnaires. We study the nature of the response process by applying a recently introduced item response theory modeling procedure, the three‐process model, to data of self‐ and observer reports of personality traits. The three‐process model captures indifferent, directional, and extreme responding. Substantively, we hypothesize that, and test whether, trait Honesty‐Humility is negatively linked to extreme responding. We applied the three‐process model to personality data of 577 dyads (self‐ and observer reports of the HEXACO Personality Inventory‐Revised; Lee & Ashton, 2006 ) of Dutch and German undergraduate respondents. First, we provide evidence that indifferent, directional, and extreme responding can be separated from each other in personality data through the use of the three‐process model. Second, we show that the various response processes show a pattern of correlations across traits and rating sources which is in line with the idea that indifferent and extreme responding are person‐specific tendencies, whereas directional responding is content‐specific. Third, we report findings supporting the hypothesis that Honesty‐Humility is negatively linked to extreme responding. In Likert‐based personality data, applying the three‐process model can unveil individual differences in the response process.     

TRAINING MENTALLY RETARDED ADOLESCENTS TO BRUSH THEIR TEETH1

The need for self-care by retarded individuals in behaviors such as brushing teeth led to the development and evaluation of a comprehensive toothbrushing program that included a task analysis and training procedure specific to each component of the task analysis. Eight mentally retarded adolescents, in two groups, individually received acquisition training that included scheduled opportunities for independent performances, verbal instruction, modelling, demonstration, and physical assistance. The first group of four subjects received token plus social reinforcement; the second received only social reinforcement. All eight subjects showed improved toothbrushing behaviors when compared to baseline. Six of the eight subjects correctly performed all toothbrushing steps in two of three consecutive sessions. The study emphasizes the need for systematic program development and evaluation.     

Constrained latent class analysis: Simultaneous classification and scaling of discrete choice data

A reparameterization of a latent class model is presented to simultaneously classify and scale nominal and ordered categorical choice data. Latent class-specific probabilities are constrained to be equal to the preference probabilities from a probabilistic ideal-point or vector model that yields a graphical, multidimensional representation of the classification results. In addition, background variables can be incorporated as an aid to interpreting the latent class-specific response probabilities. The analyses of synthetic and real data sets illustrate the proposed method.The authors thank Yosiho Takane, the editor and referees for their valuable suggestions. Authors are listed in reverse alphabetical order.     

Similar to and/or Better than Oneself? Singles' Ideal Partner Personality Descriptions

Using the HEXACO Model of Personality, we explored two kinds of ideal partner preferences regarding personality traits, namely, to what extent people prefer partners similar to themselves (similarity preference) and to what extent people prefer partners with more desirable trait levels than themselves (aspirational assortative preference). We conducted five studies (overall N > 900) across four countries (China, Denmark, Germany, and the USA), looking at both HEXACO factors and facets, using both self‐report questionnaires and real‐life data (personal profiles from a dating website), and comprising both student and more heterogeneous samples. The results provided support for both kinds of ideal partner preferences, with important differences across traits. Specifically, similarity preference was supported by all studies concerning all HEXACO traits, and aspirational assortative preference was supported by all four self‐report studies (though not the dating website study) concerning all HEXACO traits except for Openness to Experience. Concerning differences in preferences among the HEXACO traits, similarity preference was particularly pronounced for Honesty–Humility and Openness to Experience, moderate for Agreeableness and Conscientiousness, and less pronounced for Emotionality and Extraversion. Aspirational assortative preference, by contrast, was particularly pronounced for Emotionality, Extraversion, and Agreeableness, moderate for Honesty–Humility, and inconsistent for Conscientiousness. © 2018 European Association of Personality Psychology     

Inhibitory and facilitatory location priming in patients with left-sided visual hemi-neglect

In visual search for pop-out targets, reaction times are facilitated when the target on the current trial appears at a previous target location, and inhibited when it appears at a previous distractor location, relative to when it appears at a previously empty (neutral) location (Maljkovic and Nakayama, Perception and Psychophysics 58:977–991, 1996). However, while normal subjects are able to positively/negatively tag selected target/rejected distractor locations to guide search on the next trial, patients with visual hemi-neglect may have a (uni- or bilateral) deficit in these functions that may contribute to their disturbed visual scanning behavior. To examine this, using a pop-out search task, the present study assessed cross-trial facilitatory and inhibitory priming in 14 patients with left-sided visual hemi-neglect and in 14 age-, education-, and IQ-matched control subjects. The group of neglect patients did show significant facilitatory and inhibitory priming. However, while control subjects exhibited balanced effects of facilitation and inhibition, inhibition was relatively reduced in magnitude in neglect patients. In particular, inhibition was virtually absent in two patients with lesions affecting superior regions of the frontal cortex, putatively encroaching on the frontal eye field of the right hemisphere. These findings provide neuropsychological evidence that facilitatory and inhibitory priming effects are based on dissociable mechanisms, consistent with Geyer et al. (Journal of Experimental Psychology: Human Perception and Performance 33:788–797, 2007).     

Cognitive Development in Young-old Type-2 Diabetes Patients: A Longitudinal Analysis From The “Interdisciplinary Longitudinal Study of Aging”

In the present study, we investigated cognitive status and cognitive development in young-old Type-2 diabetes patients. Extending previous research, using the sample of the ILSE study (“Interdisciplinary Longitudinal Study of Aging”), we applied a comprehensive cognitive test battery to 38 Type-2 diabetes patients (mean age at T1: 63 years) and 421 control participants and tested both cognitive status and longitudinal changes after four years in several cognitive domains (crystallized intelligence, verbal memory, visual memory, executive functioning, psychomotor speed, and fluid intelligence). Results revealed no cross-sectional group differences in any cognitive domain at T1 nor at T2. However, testing group differences in intraindividual change over time, reliable group differences in the change of crystallized intelligence and fluid intelligence were revealed. While controls improved in crystallized intelligence as well as in fluid intelligence over time, diabetes patients’ performance decreased. The results demonstrate that in young-old adults the effects of diabetes on cognition may only be detected by analyzing within-person changes instead of mean level differences.

Personality, political skill, and job performance

Based on the socioanalytic perspective of performance prediction [Hogan, R. (1991). Personality and personality assessment. In M. D. Dunnette, L. Hough, (Eds.), Handbook of industrial and organizational psychology (2nd ed., pp. 873–919). Chicago: Rand McNally; Hogan, R., & Shelton, D. (1998). A socioanalytic perspective on job performance. Human Performance, 11, 129–144.], the present study tests whether motives to get along and to get ahead produce greater performance when interactively combined with social effectiveness. Specifically, we investigated whether interactions of the Five-Factor Model constructs of agreeableness and conscientiousness with political skill predict job performance. Our results supported our hypothesis for the agreeableness-political skill interaction. Additionally, after correcting for the unreliability and restricted range of conscientiousness, we found that its interaction with political skill also significantly predicted job performance, although not precisely as hypothesized. Implications of the results and directions for future research are provided.