AN EXPRESSIVE WRITING INTERVENTION TO COPE WITH LESBIAN-RELATED STRESS: THE MODERATING EFFECTS OF OPENNESS ABOUT SEXUAL ORIENTATION

Over the past two decades, expressive writing interventions have been used successfully to reduce distress and improve well-being for those dealing with traumatic events, stressors, and illnesses. The purpose of this study was to investigate an expressive writing intervention for lesbian-related stressors. As expected, writing about traumatic events related to sexual orientation reduced self-reported confusion and perceived stress over a 2-month period for those lesbians who were less open about their sexual orientation. Interestingly, writing about such traumatic experiences was associated with increases in confusion and perceived stress for those who were more open about their sexual orientation. Applying this paradigm to assist individuals in coping with stressors related to their sexual orientation represents an important addition to the expressive writing literature. Furthermore, it offers a promising, cost-effective method to assist closeted lesbians in coping with stressors related to their sexual orientation.     

Aggressive reactions to abusive supervision: the role of interactional justice and narcissism

In this study, we explore personality and situational conditions in which negative leadership - specifically, abusive supervision - is associated with aggressive behavior in subordinates. That is, we examine the role that interactional justice and narcissism play in an employee's decision to respond aggressively to an abusive supervisor. We demonstrate that interactional justice mediates the relationship between perceptions of abusive supervision and subsequent employee aggression. In addition, we demonstrate that narcissism interacts with interactional justice perceptions to predict workplace aggression. We find that individuals with high levels of narcissism are the employees who are most likely to respond aggressively when they interpret their leader's behavior as abusive.     

Dimension-specific attention directs learning and listening on auditory training tasks

The relative contributions of bottom-up versus top-down sensory inputs to auditory learning are not well established. In our experiment, listeners were instructed to perform either a frequency discrimination (FD) task ("FD-train group") or an intensity discrimination (ID) task ("ID-train group") during training on a set of physically identical tones that were impossible to discriminate consistently above chance, allowing us to vary top-down attention whilst keeping bottom-up inputs fixed. A third, control group did not receive any training. Only the FD-train group improved on a FD probe following training, whereas all groups improved on ID following training. However, only the ID-train group also showed changes in performance accuracy as a function of interval with training on the ID task. These findings suggest that top-down, dimension-specific attention can direct auditory learning, even when this learning is not reflected in conventional performance measures of threshold change.     

Do workers who experience conflict between the work and family domains hit a “glass ceiling?”: A meta-analytic examination

Based in Conservation of Resources (COR; Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains, this should have implications for evaluations of their work performance and ultimately affect more “objective” career outcomes such as salary and hierarchical level attained, as well as the attitudinal outcome of career satisfaction. Our meta-analysis of 96 studies, for a combined sample size of 32,783, found that both work-to-family conflict (WFC) as well as family-to-work conflict (FWC) negatively impacted self-rated as well as manager-rated work performance. And our structural equation model found that WFC and FWC were negatively related to career satisfaction and hierarchical level attained. But while WFC was negatively related to salary, FWC was positively related to salary.