Intergenerational Continuity in Qualities of the Parent–Child Relationship: Mediating and Moderating Mechanisms

Intergenerational continuity in parenting quality has been demonstrated but the mechanisms underlying this continuity are less understood. This study investigated whether the offspring personality and years of education mediate the continuity in qualities of the parent–child relationship and whether offspring personality moderates this association. The sample comprised 1308 Finnish offspring (G2; 62% female) and their mothers (G1). G1 (Mean age?=?37.7) reported self-perceived qualities of the parent–child relationship in terms of emotional warmth and acceptance towards G2 aged 3–18 years in 1980. Thirty-two years later, once having become parents themselves, G2 (Mean age?=?42.9) self-rated their own qualities of the parent–child relationship towards their children using the same scales. Between these follow-ups, G2 self-rated their personality (consisting of temperament and character traits) using the Temperament and Character Inventory and reported years of education. Results indicated that G2 character traits—Self-directedness and Cooperativeness—partially mediated the intergenerational continuity in self-perceived emotional warmth and explained 16% of this association. No mediating role of G2 temperament traits was found (all ps?>?.240). Character traits accounted for the indirect association better than education in a multiple mediator model. Moreover, no moderating role of either temperament or character traits was found (all ps?≥?.064). Study findings show that warm and accepting qualities of the parent–child relationship in childhood are related to offspring character traits that reflect personality maturity in adulthood, which in turn would predict their own positive parent–child relationship later in life.     

Personality traits and perceptions of organisational justice

This study examined the association between five‐factor model personality traits and perceptions of organisational justice. The sample for the study comprised 903 participants (35–50 years old; 523 women) studied in 2007 and 2012. Measures used were the Neuroticism, Extraversion, Openness, Five‐Factor Inventory questionnaire and the short organisational justice measure. The results showed that high neuroticism was associated with low distributive, procedural and interactional justice. Furthermore, high agreeableness was associated with high procedural and interactional justice and high openness with high distributive justice. This study suggests that neuroticism, agreeableness and openness are involved in perceptions of organisational justice and that personality should be considered in research and in practices at the workplace.     

Ambiguous Individuality: Georg Simmel on the “Who” and the “What” of the Individual

The essay discusses the philosopher and sociologist Georg Simmel’s theorizing about the individual. Whereas it is typically within the context of the modern metropolis and the mature money economy that Simmel’s ideas have been discussed in the secondary literature, I render those ideas in another light by addressing the ontological and existential issues crucial to his conception of the individual. In Simmel, the individual is divided between the “what” and the “who,” between the qualities which make one something individual and one’s non-repeatable and finite existence which makes one someone singular. I argue that whereas the first dimension can be understood sociologically, in terms of social relations, the latter is not accessible to sociology as such, but must be treated philosophically. Therefore, if we wish to address this duality that lies at the heart of individuality, a “philosophical turn” for sociology is called for.

On Simmel’s conception of philosophy

Over the past few decades, the work of Georg Simmel (1858–1918) has again become of interest. Its reception, however, has been fairly one-sided and selective, mostly because Simmel’s philosophy has been bypassed in favor of his sociological contributions. This article examines Simmel’s explicit reflections on the nature of philosophy. Simmel defines philosophy through three aspects which, according to him, are common to all philosophical schools. First, philosophical reasoning implies the effort to think without preconditions. Second, Simmel maintains that in contrast to other sciences, only philosophy is oriented toward constructing a general view of the world. Third, Simmel claims that philosophical work worthy of the name creates a sphere of a typical way of being in relation to world, a third sphere that is between the personal and the objective. According to Simmel, what has made philosophy’s eminent figures great is that they have advanced a type of thinking and developed it into a particularly interesting form, and this type can still correspond with the way we experience the world. It is significant that these three aspects through which Simmel defines philosophical activity emphasize the forms of questioning, not the contents or objects of thought. Still, he thinks that an interaction with concrete examples is always required in order to make philosophy a meaningful activity. This stance is reflected in the wide variety of topics studied by Simmel himself. In his last works Simmel began to emphasize another aspect of philosophy, its nature as a living movement of thought related to fundamental human limitedness: just as life itself ceaselessly reaches beyond its present form, so philosophy constantly strives to overcome the preconditions of thinking.

Adulthood EAS-temperament and carotid artery intima-media thickness: the Cardiovascular Risk in Young Finns study

We examined the association between adulthood emotionality-activity-sociability temperament scale and preclinical atherosclerosis and, whether this association is mediated by cardiovascular risk factors (low-density lipoprotein cholesterol, systolic blood pressure, diastolic blood pressure and body-mass index (BMI)). The participants were a nationally representative sample of 537 men and 811 women from the Cardiovascular Risk in Young Finns study aged 15-30 years at the baseline in 1992 and aged 24-39 years at the follow-up in 2001. Carotid atherosclerosis was assessed by ultrasound scans of the common carotid artery intima-media thickness (IMT) and brachial flow-mediated dilation (FMD). In men, there was an association between the temperament dimension activity and IMT (β = 0.08, p = 0.036) which was partially mediated by BMI (β decreased from 0.08 to 0.05; p-value of Sobel test = 0.002). However, after correction for multiple comparisons the association between IMT and the temperament dimension activity in men was only of borderline significance. In women, there were no associations between temperament and IMT or FMD. These results suggest that a highly active temperament may contribute to early signs of atherosclerosis in men and that body mass may mediate this association.     

Compassion protects against vital exhaustion and negative emotionality

Motivation and Emotion - We investigated (i) the predictive relationships of compassion with negative emotionality (a marker of susceptibility to stress) and vital exhaustion (a marker of chronic...     

When and How Does LMX Differentiation Influence Followers’ Work Outcomes? The Interactive Roles of One's own LMX Status and Organizational Context

The fundamental premise of the leader–member exchange (LMX) theory is that leaders’ relationships with their followers vary in quality. Although LMX differentiation (i.e., within‐group variation in the quality of LMX) is generally considered a sound leadership practice, its effects on group members’ work outcomes remain poorly understood. Drawing on LMX and upper echelons theories, this study suggests that employees’ reactions to LMX differentiation depend on the personal LMX status of employees and the characteristics of the organizational context. Analyses of multilevel data collected from 502 employees organized into 135 work groups in 34 firms show that the impact of LMX differentiation on work outcomes is more positive (or less negative) for employees with lower rather than higher LMX. The findings highlight the importance of organizational boundary conditions for these interactions: The negative moderation by one's own LMX status is stronger when top managers decentralize responsibilities to lower hierarchical levels and weaker when top managers impose a shared vision to guide the organization.