A computational model based on Gross’ emotion regulation theory

Emotion regulation describes how a subject can use certain strategies to affect emotion response levels. Usually, models for emotion regulation assume mechanisms based on feedback loops that indicate how to change certain aspects of behavior or cognitive functioning in order to get a more satisfactory emotion response level. Adaptation of such feedback loops is usually left out of consideration. This paper introduces an adaptive computational model for emotion regulation by formalizing the model informally described by Gross (1998). The model has been constructed using a high-level modeling language, and integrates both quantitative aspects (such as levels of emotional response) and qualitative aspects (such as decisions to regulate one’s emotion). This model includes mechanisms for adaptivity of the degree of flexibility of the emotion regulation process. Also, the effects of events like traumas or therapies on emotion regulation can be simulated. Based on this computational model, a number of simulation experiments have been performed and evaluated.     

When paying attention pays off: the mindfulness skill act with awareness promotes creative idea generation in groups

ABSTRACT

Past work has linked mindfulness to improved individual-level creativity, but remained silent about group-level creativity. Of all mindfulness skills, the ability to observe and attend to various stimuli (Observation) is the most powerful predictor of individual-level creativity. Studies examining effects of specific mindfulness skills on factors pertinent to group creativity suggest that for group-level creativity, the ability to focus attention with full awareness (Act with awareness), may be equally, or even more, important. We tested the relation between mindfulness and group-level creative idea generation using two brainstorming studies: one exploratory and one confirmatory. Mindfulness skills were either measured (Study 1; N = 88 groups) or the Act with awareness skill was targeted with a short, incidental guided meditation session (Study 2; N = 68 groups). Results from both studies showed differential relations between mindfulness and group creative idea generation: Only Act with awareness positively predicted the originality of ideas (Study 1 and 2) and the number of creative ideas in groups (Study 2). How mindfulness skills relate to creativity thus depends on the particular mindfulness skill involved and whether creativity happens at the individual or group level.     

Attentional bias for negative expressions depends on previous target location: replicable effect but unreliable measures

ABSTRACT

Observability of threat-related spatial attentional biases may require previous-trial responses associated with threat-related locations. This carryover effect might affect reliability and correlations. In Study 1, a diagonalized Visual Probe Task was completed online (N=131) with colour, anger, fear and disgust stimuli, with questionnaires on aggression, anxiety, depression and impulsivity. Bias towards negative stimuli was found only following previous targets on the negative location. Study 2 aimed to test an interpretation in terms of cue-evoked attention. Task variants were completed (N=101) with and without removal of the cue when targets appeared. Anger and disgust stimuli and aggression, anxiety and depression scales were used. Carryover was replicated with no interaction with cue offset. Over both tasks, reliability was low and no robust correlations with questionnaires were found. Carryover thus determined whether attentional bias to negative facial expressions was observed, but analyses taking this into account did not improve reliability or reveal correlations.     

Breaking Psychological Contracts with the Burden of Workload: A Weekly Study of Job Resources as Moderators

This intra‐individual study examined relationships over time of job demands and resources with employee perceptions of psychological contract breach and violation, or the emotional impact of breach. Based on Conservation of Resources (COR) Theory, we expected job demands to increase the susceptibility of experiencing contract breach and violation over time, and we expected this relationship to be moderated by available job resources. In particular, autonomy and social support were expected to buffer relationships of job demands with breach, while development was expected to intensify relationships between job demands and breach. For violation, we expected job resources to intensify the relationships between job demands and breach, in line with the betrayal hypothesis. Analyses on weekly diary data showed that weekly job demands were related to higher contract breach perceptions in the following week when autonomy and social support were low and when development was high. Moreover, weekly job demands were related to higher violation in the next week, especially when social support was high. The study shows that job demands may be related to higher odds of experiencing a breach and higher violation, and job resources may play opposite roles in moderating the relationships of job demands with breach and violation.     

The story of this special issue on critical perspectives in work and organizational psychology

In this editorial, we tell the story of how the Special Issue on Critical Perspectives in Work and Organizational Psychology (CWOP) came about, how it fits within the broader agenda of building a critical community within Work and Organizational Psychology, and how future research and thought may be inspired by the collection of critical papers related to work and organizational psychology. We introduce the term “criticalizing” as a key concept in how the Special Issue was developed by the editorial team and the authors. Criticalizing moves beyond fixed static notions of “critical” scholarship toward a process of engaging in more fluid, expansive, and creative perspectives on the scholarship within work and organizational psychology. We illustrate how the set of papers within the Special Issue engages in such criticalizing of the field and offer new ways of thinking about and researching relevant topics in work and organizational psychology.     

From prevention focus to adaptivity and creativity: the role of unfulfilled goals and work engagement

ABSTRACT

Whereas promotion focus is consistently linked to high adaptivity (i.e., adjustment to changes) and creativity (i.e., generation of useful and original ideas), prevention focus is commonly associated with low adaptivity and creativity. The present study uncovers the conditions under which prevention focus may also have positive effects on adaptivity and creativity. First, we hypothesize that trait-level promotion focus positively relates to day-level adaptivity as well as creativity. More importantly, we hypothesize that trait-level prevention focus positively relates to day-level adaptivity and creativity when day-level goal fulfilment is low (i.e., two-way interactions) and that these effects are stronger when day-level work engagement is high (i.e., three-way interactions). To test our hypotheses, we conducted a daily diary survey among 209 employees from different occupational sectors, over five working days. As expected, trait promotion focus was positively related to adaptivity and creativity. Furthermore, trait prevention focus positively related to both adaptivity and creativity when day-level goal fulfilment was low andday-level work engagement was high (3-way interactions). None of the two-way interaction effects of trait prevention focus and goal fulfilment was significant. Our findings suggest that prevention focus and unfulfilled goals jointly should not only be seen as threats, but also as opportunities for adaptation and creativity.