The mediating role of relatedness need satisfaction in the relationship between charitable behavior and well‐being: Empirical evidence from China

Based on self‐determination theory, the current research aimed to explore the potential mediating effect of relatedness need satisfaction on the relationship between charitable behavior and well‐being in the Chinese context. Employing a cross‐sectional design, participants reported data on the aforementioned variables in Study 1. The results indicated that relatedness need satisfaction mediated the positive relationship between charitable behavior and hedonic well‐being and that between charitable behavior and eudaimonic well‐being. Subsequently, a field experiment was conducted in Study 2. Participants rated their levels of relatedness need satisfaction and well‐being after charitable donation behaviors were primed. We again observed consistent results. Specifically, charitable behavior was positively associated with both hedonic and eudaimonic well‐being, and these relationships were mediated by relatedness need satisfaction. The above findings help to clarify the association between charitable behavior and people's subjective feelings (i.e., well‐being), and they deepen our understanding of the underlying mechanism from the perspective of psychological needs satisfaction.     

The effects of response effort on safe performance by therapists at an autism treatment facility

The effects of response effort on safe behaviors (i.e., glove wearing, hand sanitizing, and electrical outlet replacement) exhibited by therapists at an autism treatment center were examined. Participants were exposed to 2 or 3 levels of effort (i.e., high, medium, low) for each dependent variable. Results showed increased safe performance during the low-effort conditions relative to other conditions across all dependent variables for all participants.     

中学教师职业倦怠状况及影响因素的研究

职业倦怠是职业压力的一种,指在职业环境中,对长期的情绪紧张源和人际关系紧张源的应激反应而表现出的一系列心理、生理综合征.教师是职业倦怠感的高发人群.教师身上表现出的职业倦怠感对学生的成长和发展有巨大的消极影响.以中学教师为被试,采用问卷调查的方法考察教师的职业倦怠状况和影响因素.研究发现中学教师的职业倦怠整体上并不严重;教龄6-10年是教师职业倦怠最严重的阶段;职称是影响教师职业倦怠的重要因素;性别、所在学校是否重点以及是否班主任对教师职业倦怠没有显著影响.     

指向性遗忘中认知抑制能力的发展

采用组块提示法,以小学二年级、五年级学生和大学生共104名为被试,考察语词记忆指向性遗忘效应的机制及其发展.结果表明:(1)各年龄段被试都明显存在着指向性遗忘效应;(2)指向性遗忘效应是提取抑制和选择性编码两种机制共同作用的结果,且年幼儿童与年长儿童、成人之间作用情况可能存在差异;(3)小学二年级、五年级学生和大学生之间认知抑制能力差异显著,随年龄增长,认知抑制能力不断增长.     

Perceived mother‐infant relationship difficulties in postnatal depression

Postnatal depression has been associated with mother–infant relationship difficulties, but there has been less research in clinical populations. This study aims to identify characteristics of reported mother–infant relationship difficulties in mothers with postnatal depression who had been referred to a tertiary Mother and Baby Service. Forty‐one mothers with postnatal depression completed self‐report and interview measures with regards to their mental state, social adversity, and perceptions on their relationship with their infants. Almost one‐third of mothers (31.7%) reported severe difficulties, including rejection of the infant and maternal pathological anger. A low birth weight and maternal dissatisfaction towards their social role were found to be significantly related to perceived mother–infant interaction difficulties. Self‐reports correlated satisfactorily with interview schedules. A significant proportion of mothers reported difficulties in relating to their infants which can be reliably identified by means of the self‐report measures used. Copyright © 2004 John Wiley & Sons, Ltd.     

The Interplay of Low Identification,Psychological Detachment,and Cynicism for Predicting Counterproductive Work Behaviour

Prior research suggests that psychological detachment buffers the detrimental effects of negative work events and stressors on employees’ subsequent performance and well-being. This, however, assumes that employees are motivated to reengage in their work following detachment, which may not always be true. Our paper examines the potential dark side of psychological detachment by exploring its moderating effects on the relationship of low organisational identification with counterproductive work behaviour (CWB) via cynicism toward work. Based on self-discrepancy theory, we argue that detachment strengthens the link from low identification to cynicism because it reinforces the psychological distance of lowly identified employees with the organisation and provides them with additional resources to more deeply reflect on their mismatch with their organisation, thus generating stronger feelings of doubt and distrust that characterise cynicism. We also hypothesise that detachment strengthens the relation from cynicism to CWB, because detachment reinforces personal separation from work in cynical employees and because cynical employees may leverage their replenished resources to fuel deviant acts. Multi-wave data collected from two field samples support our hypotheses. We discuss the implications of our study and propose future research directions.     

Drive and Direction: Empathy with Intended Targets Moderates the Proactive Personality–Job Performance Relationship via Work Engagement

Proactive employees are self-starting and driven. Thus, they typically exhibit high levels of work engagement. While work engagement reflects the degree to which employees are attentive and absorbed when performing their work tasks, it does not guarantee effective job performance unless their actions are strategic. We draw on Grant and Ashford’s (2008) proactivity framework to develop a drive and direction contingency model that expands our understanding of how and when proactive personality predicts job performance via work engagement. We argue that employee’s drive (represented by the positive relation of proactive personality with work engagement) predicts job performance only when the employee also has high (vs. low) empathy with their intended targets, such as customers. Empathy with intended targets allows employees to understand and feel their targets’ concerns and feelings, thus providing a direction that guides their work engagement to address their targets’ interests and predict job performance. Results from a multiple-source (employees, supervisors, and organizational records) lagged (T1–T2) field study and a lab experiment support our model. We discuss the implications, limitations, and future directions of our findings.