Personality Traits,Income, and Economic Ideology

While the psychological underpinnings of social ideology are well established, less is known about the psychological underpinnings of economic ideology. In this study, I assess whether Big Five personality traits are associated with economic ideology and when personality traits are more strongly or more weakly associated with economic ideology. I hypothesize that low income attenuates the association between the Big Five traits and economic ideology. Studies conducted in Denmark, the United Kingdom, and the United States show that Conscientiousness is positively correlated with economic conservatism, while Agreeableness and Neuroticism are negatively correlated with economic conservatism. Moreover, low income attenuates the association between personality traits and economic ideology. I report a weaker association between Agreeableness and economic ideology among poor people compared to wealthier people in all three countries. Low income also attenuates the association between economic ideology and the traits Openness (Denmark), Extraversion (United Kingdom), and Neuroticism (United States). I contribute to the literature addressing the psychological correlates of economic ideology by showing that (1) economic ideology has a distinct set of personality correlates and (2) low income attenuates the association between some personality traits and economic ideology.     

Projection of Own on Others' Job Characteristics: Evidence for the False Consensus Effect in Job Characteristics Information

The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N=133) completed an initial JDS for own job characteristics. Non‐incumbents (n=104) then completed a secondary JDS in order to rate incumbents' job characteristics. Non‐incumbents' personality dimensions, own job characteristics, job satisfaction level, and incumbent satisfaction level were hypothesized as predictors of ratings of job characteristics of incumbents. Results indicate that two characteristics, job autonomy and dealing with others, were influenced by non‐incumbents standing on these characteristics, and demonstrated evidence of the false consensus effect. Limitations and implications for interpreting job information are discussed.     

Stop and start control: A distinction within self‐control

A theoretical distinction within self‐control, between stop control and start control, was investigated in two studies. Study 1 consisted of a pilot study in which expert ratings of existing self‐control items were used to distinguish between stop and start control items and a confirmatory factor analyses of these items using a student sample (N = 474). Also, stop and start control were related to overall affect and behavioural outcomes. Stop control was negatively related to negative affect, whereas start control was positively related to positive affect. Study 2 (N = 226) replicated some of these findings; stop control was the best predictor (?) of smoking and alcohol consumption whereas start control was the best predictor (+) of exercising and studying. Copyright © 2010 John Wiley & Sons, Ltd.     

Applying the job demands–resources model to the work–home interface: A study among medical residents and their partners

Work–home interference (WHI) is a prevalent problem because most employees have substantial family responsibilities on top of their work demands. The present study hypothesized that high job demands in combination with low job resources contribute to WHI. The job demands–resources (JD-R) model was used as a theoretical framework. Using a sample of 230 medical residents and their partners, our results show that the combination of high job demands (i.e., work overload, emotional and cognitive demands) and low job resources (i.e., participation in decision making, supervisory coaching, feedback, and opportunities for development) was positively related to partner ratings of the employee's WHI. When job resources were high, most job demands were not related to WHI. These findings show that the JD-R model is a conceptual framework that can be fruitfully applied to the work–family interface, adding to our understanding of which particular job designs facilitate or prevent work–home interference.     

Financial problems and psychological distress: Investigating reciprocal effects among business owners

Building on conservation of resources theory and the dynamic equilibrium model, this three‐wave longitudinal study among 260 Dutch agricultural business owners (1‐year time intervals) investigated reciprocal relationships between the financial situation of the business and psychological distress. Results of structural equation modelling analyses revealed a negative spiral of farm decline, in which psychological variables played a key role. Experiencing financial problems predicted psychological distress, and acted as a self‐fulfilling prophecy by strengthening intentions to quit the business, which predicted a deterioration of the objective financial situation of the business 1 year later. Moreover, farmers experiencing more psychological distress were more likely to get caught in this negative spiral than business owners with better mental health, because they experienced more financial problems, irrespective of their objective financial situation. Long‐term psychological distress rather than temporary fluctuations in distress levels accounted for this effect.     

The work-related flow inventory: Construction and initial validation of the WOLF

The WOrk-reLated Flow inventory (WOLF) measures flow at work, defined as a short-term peak experience characterized by absorption, work enjoyment, and intrinsic work motivation. Results of Study 1 among 7 samples of employees (total N = 1346) from different occupational groups offer support for the factorial validity and reliability of the WOLF. Study 2 examined the validity of the WOLF in more detail among some of the samples. Positive correlations between a general flow index and the three flow dimensions confirm the convergent validity of the WOLF. In addition, the findings of Study 2 provide evidence for the construct and predictive validity of the WOLF using five job characteristics as predictors of flow, and other-ratings of performance as outcomes.     

The role of self-efficacy in performing emotion work

This study used a sample of 154 cabin attendants to examine the role of self-efficacy in the performance of emotion work. On the basis of the literature, we hypothesized that self-efficacy would have a moderating influence on the relationship between emotional job demands (i.e., feeling rules and emotionally charged interactions with passengers) and emotional dissonance, and on the relationship between emotional dissonance and well-being (emotional exhaustion and work engagement). In addition, we predicted that emotional dissonance mediates the relationship between emotional job demands and well-being. The results of a series of hierarchical multiple regression analyses generally supported these hypotheses. Results confirmed that emotionally charged interactions with passengers are related to emotional exhaustion and engagement through their influence on emotional dissonance. Furthermore, self-efficacy buffers the relationship between emotional job demands and emotional dissonance, and the relationship between emotional dissonance and work engagement (but not exhaustion).     

Personality and Dutch Emigrants' Reactions to Acculturation Strategies

This experimental questionnaire study examined individual differences in affective and normative reactions to acculturation strategies. A sample of 265 Dutch emigrants with a dual cultural background read scenarios describing the experiences of an emigrant. Eight (4 × 2) different scenario versions were developed, each referring to 1 of 4 acculturation strategies ( Berry, 1997 ) and representing either the Frisian or the Dutch native culture. Participants reacted most positively to the integration strategy. There were no differences in reactions to Frisian or Dutch original culture. With respect to the influence of personality, as measured with the Multicultural Personality Questionnaire ( van der Zee & van Oudenhoven, 2000 ), individuals high in flexibility responded more positively to the assimilation strategy than did individuals who scored low on this dimension.     

Out of the Clash of Hermeneutic Rules Comes Ethical Decision Making: But Does it?

IRBs and REBs use specialized language. A process of definition and re-definition of the situation occurs. That process of interpretation can usefully be considered from the perspective of interpretive social science models involving Symbolic Interaction, Semiotics and Hermeneutics. Seven examples are provided to flesh out the nuances of contextual decision making and the “casuistic” aspects of a balanced approach to complex problems. While many decisions are relatively unproblematic and can follow a template, it is not possible simply to apply a fixed and mechanical approach. Hence, a socialization process occurs in which committee members must learn the actual application of the rules as opposed to the formal requirements. A “tightrope” between overly rigid and overly lax interpretations must be crossed and the more we understand the process of semiosis and the semiotic context the more likely it will be that truly ethical decisions will be “accomplished.” The lack of adequate survey data makes it all the more important to have good theoretical understanding of process.