Who self-initiates gratitude interventions in daily life? An examination of intentions,curiosity, depressive symptoms,and life satisfaction

Despite a variety of interventions to increase well-being, little is known about who is interested in and initiates exercises on their own. We explored individual differences that predict who is most likely to participate in a voluntary gratitude intervention. College students (n = 226) completed measures of curiosity, depressive symptoms, life satisfaction, and intentions to change their lifestyle. Afterwards, participants received a personalized invitation to take part in a web-based intervention to enhance their well-being (anonymous and strictly voluntary). Results suggested that 11.5% of participants started the gratitude intervention. Individuals endorsing strong intentions to change their lifestyle (+1 SD above mean) were 2.2 times more likely than their peers to start the gratitude intervention. People with greater trait curiosity endorsed greater intentions to start this intervention; people with greater depressive symptoms endorsed weaker intentions. Both curiosity and depressive symptoms indirectly influenced initiation of the gratitude intervention via intentions. These findings provide support for particular paths that lead to the initial behavioral effort towards healthy change. We discuss the implications for attempting to increase and sustain people’s well-being.     

An examination of employee perceptions of a subjective performance appraisal system

This study sought to identify factors related to employee perceptions of the accuracy of performance ratings they received using a subjective rating system. It also sought to determine if the relationship between these correlates and perceived fairness and accuracy was moderated by employee sex and/or race. The results were based on the analysis of items from questionnaires completed by 234 government employees whose job performance was rated on a graphic rating scale. A factor analysis of the predictor items yielded three factors. The first factor dealt with employees' confidence in their supervisors' qualifications to accurately rate their performance, the second with matters related to a discussion of appraisal outcomes (i.e., rewards and career progress), and the third with the relevance of the appraisal instrument. The measure of perceived fairness and accuracy was regressed onto scores derived for each of the three factors, plus a set of contrast variables representing the various race/sex groupings and a set of demographic variables (viz., job tenure, education level, and supervisory status). Factors 1 and 2, race, and supervisory status were found to be significantly related to perceived fairness and accuracy. Moreover, the relationship of the criterion with job tenure was moderated by race, that with factor 2 was moderated by sex. Management implications of these findings are discussed.     

Legal aspects of alcohol abuse in the navy

Alcohol abuse is antithetical to order and discipline in the military. Alcohol-related situations arise that range from inconsequential “drunken sailor” boisterousness to major scale imperiling of military missions with serious implications for readiness, safety, and security. The complex management of alcohol abuse and alcoholism in the Navy is detailed in this article, with special emphasis on legal considerations that span offenses from simple drunkenness to court martial level infractions of military and civilian criminal codes.     

Job analysis for managerial selection: A guidelines-based approach

This research note describes a job analysis study which was conducted for the purpose of deriving selection standards for entry-level management jobs in a public utility. It is aimed toward practitioners with the responsibility of conducting legally-defensible job analyses. Each step of the study was guided by the legal and professional guidelines on testing and selection (viz.,Uniform Guidelines, 1978;Principles, 1986;Standards, 1985). Procedures employed to identify job content, job groups, the importance of various work behaviors, and a set of important knowledge, skills, abilities, and personal characteristics (KSAPs) are described.The authors would like to thank the following individuals for their help in the data collection phase of the study described here: Kimberly Clark, Lynn Clark, Gary Hayes, Candice Poole, Susan Rizhaupt, Phillip Randall, Sheri Elmore, and Ann Money.     

A role for hemispheric asymmetry in human behavioral variability

A model is presented in which functional lateral specialization and selective hemisphere priming combine to provide a mechanism for behavioral variability. The model is tested and supported by two experiments in which lateral attentional priming produces significant reductions in between-subject and within-subject variability. These findings help us to understand the source of behavioral variability, broaden our knowledge of the gross structures and functions of the brain, provide information about the manipulation of perceived control, and offer a technique for increasing statistical power in a wide variety of research settings.     

Optimism and well-being: a prospective multi-method and multi-dimensional examination of optimism as a resilience factor following the occurrence of stressful life events

Optimism has been conceptualised variously as positive expectations (PE) for the future , optimistic attributions , illusion of control , and self-enhancing biases. Relatively little research has examined these multiple dimensions of optimism in relation to psychological and physical health. The current study assessed the multi-dimensional nature of optimism within a prospective vulnerability-stress framework. Initial principal component analyses revealed the following dimensions: PEs, Inferential Style (IS), Sense of Invulnerability (SI), and Overconfidence (O). Prospective follow-up analyses demonstrated that PE was associated with fewer depressive episodes and moderated the effect of stressful life events on depressive symptoms. SI also moderated the effect of life stress on anxiety symptoms. Generally, our findings indicated that optimism is a multifaceted construct and not all forms of optimism have the same effects on well-being. Specifically, our findings indicted that PE may be the most relevant to depression, whereas SI may be the most relevant to anxiety.     

Perceived ingroup entitativity and intergroup bias: an interconnection of self and others

Campbell's (1958) concept of ingroup entitativity is reformulated as a perceived interconnection of self and others. A 2 (intergroup relations: competitive, neutral)×3 (intragroup interaction: low, medium, high) between-subjects design was used to examine (1) the effects of intergroup and intragroup relations on perceived ingroup entitativity and (2) the relation between ingroup entitativity and intergroup bias. Regardless of the relations between groups, members who experienced intragroup interaction had stronger perceptions of ingroup entitativity and stronger representations of the aggregate of ingroup and outgroup members as two separate groups than members who lacked intragroup interaction. Furthermore, perceptions of ingroup entitativity mediated the effect of the salience of the intergroup boundary on behavioral intergroup bias. These results call into question the ‘intergroup’ nature of group based phenomena. An ingroup entitativity framework is presented that locates the source of group-based phenomena (e.g. intergroup bias) in intragroup processes. Copyright © 1998 John Wiley & Sons, Ltd.