"I won't do what you tell me!": elevated mood and the assessment of advice-taking in euthymic bipolar I disorder

We hypothesized that when individuals with bipolar disorder are engaged in goal-directed behaviour and experience elevated mood, their decision-making becomes less constrained by advice from other people. This process may allow their goal-directed behaviour to persist, contributing to manic symptoms. Three groups of 32 participants: euthymic-bipolar-I, remitted-unipolar and never-depressed healthy controls were allocated to either a high or low mood induction. Advice-taking was assessed before and after the induction by a computerized task incorporating facial images. The bipolar group significantly opposed the advice given in the task after the high mood induction. The effect was specific to bipolar disorder and remained when controlling for possible confounds. Future work could investigate the effects of this process on manic symptoms, its origins, and the wider theoretical and clinical implications.     

The interpersonal expression of perfection: perfectionistic self-presentation and psychological distress

A concept involving the interpersonal expression of perfection, perfectionistic self-presentation, is introduced. It is argued that perfectionistic self-presentation is a maladaptive self-presentational style composed of three facets: perfectionistic self-promotion (i.e., proclaiming and displaying one's perfection), nondisplay of imperfection (i.e., concealing and avoiding behavioral demonstrations of one's imperfection), and nondisclosure of imperfection (i.e., evading and avoiding verbal admissions of one's imperfection). Several studies involving diverse samples demonstrate that perfectionistic self-presentation is a valid and reliable construct and a consistent factor in personal and interpersonal psychological distress. It is argued that the need to promote one's perfection or the desire to conceal one's imperfection involves self-esteem regulation in the interpersonal context.     

Induced mood change and dysfunctional attitudes in remitted bipolar I affective disorder

This study investigated the possibility that, in remitted bipolar I affective disorder, dysfunctional attitudes are mood-state dependent. Participants were 120 individuals with remitted bipolar I disorder, remitted unipolar depression, or no history of affective disorder. The Dysfunctional Attitudes Scale (DAS; Weissman, 1979) was completed before and after positive or negative mood challenge. Following mood increase, the bipolar group changed significantly less in DAS total score than did the other 2 groups, and in goal-striving and achievement attitudes relative to the unipolar group. These findings did not provide clear support for the mood-state dependency theory in bipolar disorder, arguing instead for the presence in bipolar I disorder of dysfunctional cognitions that show characteristic resilience in the face of minor positive mood increase.     

Factor structure of the self-construal scale in a Vietnamese-American adolescent sample

This study investigated the factor structure of the Self-construal Scale, an important measure of interdependent and independent self-construal. An exploratory factor analysis with the principal component method and varimax rotation supported Singelis' original two-factor model (1994) for a sample of 152 Vietnamese-American high school adolescents recruited from Little Saigon in Orange County, California. Implications for the conceptualization of self-construal and issues in research are discussed.     

Test-retest reliability and factor structures of organizational citizenship behavior for Hong Kong workers

In 1990 Podsakoff, MacKenzie, Moorman, and Fetter developed a scale to measure the five dimensions of organizational citizenship behavior. Test-retest data over 15 weeks are reported for this scale for a sample of 82 female and 32 male Chinese tellers (ages 18 to 54 years) from a large international bank in Hong Kong. Stability was .83, and there was no significant change between Times 1 and 2. Analysis indicated the five-factor structure and showed it to be a reliable measure when used with a nonwestern sample.     

Working with animals: Implications for employees’ compassion,awe, prosocial behavior,and task performance

Human-animal work represents a collaboration between humans and animals to achieve work goals, and is common in the domains of healthcare, therapy, entertainment, and education. Although the scope and types of human-animal work is diversifying and increasing, organizational scholars have yet to explore its impacts on employees. Drawing from the models of compassion and mind perception theories, we first develop a theoretical model pertaining to the development of compassion as a result of human-animal work. In a study with zookeepers (Study 1), we find that human-animal work evokes the emotion of compassion, which in turn is positively associated with employee prosocial behavior and task performance. These mediated effects are moderated by how employees perceive animals—employees are more likely to experience compassion, and in turn, become more prosocial and work better when they generally perceive animals to be able to experience emotions and bodily sensations. Furthermore, two follow-up studies (i.e., Studies 2 and 3) with employees who engage in human-animal work in Hong Kong and the United States reveal that working with animals evokes awe in addition to compassion, and provides insight into their resultant impact on prosocial behavior and task performance. We end by discussing the theoretical and practical implications of this work.     

The effectiveness of positive psychology interventions in enhancing positive behaviors and family relationships in Hong Kong: A community-based participatory research project

This paper describes a program of brief, universal, positive psychology-based interventions to increase targeted behaviors that enhance family relationships, developed and delivered to over 1500 participants using a community-based participatory approach. The cluster-randomized design combined interventions based on one of three themes (gratitude, hope, or open-mindedness) in one of two structures (intervention, or intervention with planning). The latter structure supplemented with materials and exercises derived from the Health Action Process Approach model of behavior change. Planning was more effective in increasing attitude and intention to perform behaviors, frequency of the targeted behaviors, and family health and happiness (Cohen’s ds: 0.10–0.16, p < 0.05), particularly in the theme targeting open-mindedness. Qualitative data supported effectiveness. This project was a first effort to develop a large-scale preventive psychological intervention in an understudied culture with the goal of maximizing acceptability and utilization by involving community stakeholders in every stage of the design.     

Psychometric Evaluation of the Spiritual Transcendence Scale in a Chinese Sample: Is There Factorial Invariance Across Gender,Occupation, and Religion?

This study investigated the reliability and validity of the widely used 23-item Spiritual Transcendence Scale and tested whether there was factorial invariance of the scale by demographic variables such as gender, occupation, and religion in a large Chinese sample (n = 1,894). Exploratory factor analysis with a random subsample supported the original 3-factor structure (prayer fulfillment, universality, and connectedness) in a revised 16-item scale. Confirmatory factor analysis suggested that a 15-item model provided a good fit to the data of the remaining subsample. The scale had alpha reliabilities ranging from .64 to .92 in the exploratory factor analysis and .60 to .92 in the confirmatory factor analysis. Subsequent factorial invariance tests indicated that the scale was invariant across gender and occupation but not religion. Evidence of construct validity was equivocal. Additional empirical studies should be conducted to evaluate the psychometric properties of the scale in other culturally and religiously diverse settings.     

The Conscientiousness Paradox: Cultural Mindset Shapes Competence Perception

Studies comparing personality across cultures have found inconsistencies between self‐reports and measures of national character or behaviour, especially on evaluative traits such as Conscientiousness. We demonstrate that self‐perceptions and other‐perceptions of personality vary with cultural mindset, thereby accounting for some of this inconsistency. Three studies used multiple methods to examine perceptions of Conscientiousness and especially its facet Competence that most characterizes performance evaluations. In Study 1, Mainland Chinese reported lower levels of self‐efficacy than did Canadians, with the country effect partially mediated by Canadian participants' higher level of independent self‐construal. In Study 2, language as a cultural prime induced similar effects on Hong Kong bilinguals, who rated themselves as more competent and conscientious when responding in English than in Chinese. Study 3 demonstrated these same effects on ratings of both self‐perceived and observer‐perceived competence and conscientiousness, with participants changing both their competence‐communicating behaviours and self‐evaluations in response to the cultural primes of spoken language and ethnicity of an interviewer. These results converge to show that self‐perceptions and self‐presentations change to fit the social contexts shaped by language and culture. Copyright © 2013 European Association of Personality Psychology